MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN PELAJARAN PAI DI MTS DARUL ULUM SUKOHARUM ADILUWIH PRINGSEWU TAHUN PELAJARAN 2021/2022

Abstract

Many Madrasah Tsanawiyah are in the public spotlight regarding the quality of human resources, especially at MTs Sukoharum, Adiluwih District, Pringsewu Regency, this is because in addition to the large number of them, the quality of human resource management so far has not been able to align with other public education. It is necessary to implement a strategy, one of which is the continuous implementation of Planning, Organizing, Actuating, Human Resources. The focus of this research is Human Resource Management which is applied at MTs Sukoharum, in this case it includes: Planning for recruitment of personal approaches and selection that are not relevant to educational background. Organizing with placements arranged directly by the Principal of MTs Sukoharum. Physical and non-physical movement through training is carried out regularly and controlled by the application of good discipline and dismissal is carried out if the discipline violates repeatedly.This research uses qualitative research with a case study design. Data and documents were collected and compiled using in-depth interview techniques, participant observation and documentation studies. Furthermore, the data and documents were analyzed descriptively qualitatively. The purpose of this study was to compare human resource management. The most important subjects in this research are principals, teachers, school committees from these schools, have many similarities and differences in several aspects, therefore it is obligatory to improve the quality of madrasas and is expected to be a treasure and input for the MTs Sukoharum school. The results of the analysis are stated in the main tasks and functions, the results of the analysis of this position are filled and the placement of personnel in positions in accordance with intellectual capacity, capability, work experience and example. (1) the withdrawal and selection of GTT and PTT candidates is carried out based on considerations of academic achievement, non-academic, and good character. (2) the training and development of human resources carried out still tends to measure the success and failure of training in terms of implementation, not oriented to whether the training carried out is effective in changing the behavior and performance of the participants towards the goals of the madrasa. (3) evaluation is carried out using three stages, namely monthly evaluation, mid-semester and year-end evaluation. The main duties and functions as work standards, become a benchmark or tool for assessing the level of success and failure of human resources, in this case the Principal as a supervisor who is assisted by several appointed people.