MANAJEMEN SUMBER DAYA MANUSIA DALAM OPTIMALISASI KINERJA TENAGA PENDIDIK DI SD ISLAM TERPADU AL KHOLIS LAMPUNG SELATAN

HABIBUR, RAHMAN (2025) MANAJEMEN SUMBER DAYA MANUSIA DALAM OPTIMALISASI KINERJA TENAGA PENDIDIK DI SD ISLAM TERPADU AL KHOLIS LAMPUNG SELATAN. Masters thesis, UIN RADEN INTAN LAMPUNG.

	PDF Download (6MB)
	PDF Restricted to Repository staff only Download (7MB)

Abstract

ABSTRAK Penelitian ini dilatarbelakangi oleh pentingnya manajemen sumber daya manusia (SDM) dalam optimalisasi kinerja tenaga pendidik, khususnya di sekolah berbasis nilai-nilai Islam. SDIT Al Kholis Lampung Selatan menjadi objek kajian karena keunikannya dalam menerapkan pendekatan manajemen SDM yang terintegrasi dengan pembinaan ruhiyah dan nilai-nilai Islam dalam proses pembelajaran. Tujuan dari penelitian ini adalah untuk menganalisis pelaksanaan fungsi-fungsi manajemen SDM meliputi: perencanaan, pengadaan SDM, penilaian prestasi kerja, pelatihan dan pengembangan, serta pembinaan hubungan kerja. Penelitian ini menggunakan pendekatan fenomenologis. Teknik pengumpulan data dilakukan melalui observasi, wawancara mendalam, dan dokumentasi. Analisis data dilakukan secara kualitatif melalui tahapan reduksi, penyajian, dan penarikan kesimpulan. Uji keabsahan data dengan menggunakan triangulasi sumber dan teknik pengumpulan data. Hasil penelitian menunjukkan bahwa SDIT Al Kholis telah menerapkan manajemen SDM secara baik dan sistematis meliputi perencanaan, pengadaan SDM, penilaian prestasi kerja, pelatihan dan pengembangan, serta pembinaan hubungan kerja. Temuan penting dalam penelitian ini adalah adanya program pembinaan ruhiyah pekanan sebagai strategi peningkatan kinerja, serta integrasi nilai-nilai Islam dalam kurikulum dan proses pembelajaran. Kedua aspek ini menjadi kebaruan (novelty) yang belum banyak diungkap dalam studi manajemen pendidikan Islam. Kata Kunci: Manajemen SDM, Kinerja Guru, Pembinaan Ruhiyah, Sekolah Islam Terpadu v ABSTRACT This research was motivated by the importance of human resource management (HRM) in optimizing the performance of educators, particularly in schools based on Islamic values. SDIT Al-Kholis Lampung Selatan was chosen as the object of study due to its unique approach in applying HRM integrated with spiritual development and Islamic values in the learning process. The purpose of this study was to analyze the implementation of HRM functions including planning, recruitment, performance appraisal, training and development, and employee relations. This research employed a phenomenological approach. Data collection techniques included observation, in-depth interviews, and documentation. Data were analyzed qualitatively through the stages of data reduction, data display, and conclusion drawing. The validity of the data was tested using source and technique triangulation. The results of the study indicated that SDIT Al-Kholis had implemented HRM effectively and systematically, encompassing planning, recruitment, performance appraisal, training and development, and employee relations. A key finding of this research was the presence of a weekly spiritual development program as a strategy to enhance performance, as well as the integration of Islamic values into the curriculum and learning process. These two aspects represent a novelty that has not been widely explored in previous studies on Islamic education management. Keywords: Human Resource Management, Teacher Performance, Spiritual Development, Integrated Islamic School vi vii َ ل ُ م ْ ل ٱ َ ُصَّخ َ ءا ج ا ذ ه َُثْح ب ْ ل ٱ َ ِ ع ِ فا دِب َ ِ ة َّ ي ِ ّ هَٱ َ ِ ة را د ِ ا َ ِ دِرا و م ْ ل ٱ َ ِ ةَّ يِ شَ ب ْ ل ٱ َ ِف َِيِ سْ تَ َ ِ ءا دَٱ ، يِ م ِ ّ ل ؼ ُ م ْ ل ٱ َ ل ا م َّ ي ِ س َ ِف َ ِسِرا د م ْ ل ٱ َ ِ ة م ِ ئا ل ْ ل ٱ َ ل ػ َ ِ يِ ل ْ ل ٱ َ ِ ة َّ ي ِ م لَْ س ِ ْ ل ٱ . َْد ك و ََّ ت َ ُ را ي ِ ت ْخ ٱ َ ِ ة س رْد م " صِ لا خْ ل ٱ " َل ٱ َ ِ ة َّ ي ِ ل ُم كََّت َ ِ ة َّ ي ِ م لَْ س ِ ْ ل ٱ َ ِف جْهو ُ ب ْ م ل َ ِ ة َّ يِبوُن جْ ل ٱ َ عو ُضْ و كَ ؛ ِ ة سا رِ ّلِ ل ا م ِ ل َُ َّيّ م ت ث َ ِ هِب َْنِ م َ قيِب ْط ث َ ديِر ف َ ِ ة را د ِ ِل َ ِ دِرا و م ْ ل ٱ َ ِ ةَّ يِ شَ ب ْ ل ٱ َ ِ ة جِ م دْن ُ م ْ ل ٱ َ ع م َ ِ ة يِب ْ َّتَّل ٱ َ ِ ة َّ ي ِحو ُّ رل ٱ َ ِسْ ر غ و َ ِ يِ ل ْ ل ٱ َ لَْ س ِ ْ ل ٱ َ ِ ة َّ ي ِ م َ ِف َ ِ ة َّ ي ِ ل م ؼ ْ ل ٱ َ ِ ة َّ ي ِ يم ِ ل ْؼَّتل ٱ . َ َّيِر ِ ها َّظل ٱَ ج ْنْ م ْ ل ٱَ ُثْح ب ْ ل ٱَا ذ هَ م دْخ ت ْ س ٱ ( َ َّ ِجو ُ لوُني ِ موُني ِ ف ْ ل ٱ ). َ ِل لَِخَ ْنِ مَ ِت نَا ي ب ْ ل ٱَ ُ عْ جَََّ تَ ْد ك و َ ِقي ِ ج ْ وَّتل ٱ وَ، ِ ة ل َّ م ؼ ُ م ْ ل ٱَ ِت لَ با ل ُ م ْ ل ٱ وَ، ِ ة ظ ح لَُ م ْ ل ٱ . َ عَ ْت ر جَ َّ ُ ثُ َا ًّ ي ِ غ ْ و هَ الَي ِ لْ تََ ِت نَا ي ب ْ ل ٱَ ِلي ِ لْ تََ ُ ة َّ ي ِ ل َ ِ ما دْخِ ت ْ س ٱِبَ ِت نَا ي ب ْ ل ٱَ ِ ةَّ ِصَِ ْنِ مَ ِقُّل حَّتل ٱَ ع مَ، ِجا ت ْ ن ِ ت ْ س ِل ٱ وَ، ِضْ ر ؼ ْ ل ٱ وَ، ِصي ِ ل ْلَّتل ٱَ ِلِحا ر مَ ْبْ ػ َِبي ِ لا سَ ْ ل ٱ وَ ِر ِ دا ص م ْ ل ٱَ ِفَ ِثي ِ لْثَّتل ٱ . َ ِثْح ب ْ ل ٱَ ُ جِ ئا ت هَ ْت ر ه ْظَٱ َ دِ ّ ي جَ ْكْ شِبَ ِ ةَّ يِ شَ ب ْ ل ٱَ ِ دِرا و م ْ ل ٱَ ِ ة را د ِ اَ ِقيِب ْط تِبَ ْت ما كَ ة س رْد م ْ ل ٱَ َّنَٱ َ نِب وَ، ري ِو ْطَّتل ٱ وَ بيِرْدَّتل ٱ وَ، ِ ءا دَ ْ ل ٱَ يِي ْل ث وَ، في ِظْ وَّتل ٱ وَ، طي ِطْخَّتل ٱَ ِلَِٰ ذَ ُل م ْش ي وَ، ّ يِج ْنْ م و َ ءا َ ِ ة َّ ي ِ في ِظ و ْ ل ٱَ ِتا ك لَ ؼ ْ ل ٱ . َ و َ ِ ّ يِ غو ُ ب ْ سُ ْ ل ٱَ ِ ة َّ ي ِحو ُّ رل ٱَ ِ ة يِب ْ َّتَّل ٱَ ِ ج م نَ ْ ر بَ ُدوُجُ وَ ِثْح ب ْ ل ٱَا ذ هَ ِ جِ ئا ت هَ ِز ر ْ ب َٱَ ْنِ م َ ْ ل ٱ وَ ِ ِ هِا ن م ْ ل ٱَ ِفَ ِ ة َّ ي ِ م لَْ س ِ ْ ل ٱَ ِ يِ ل ْ ل ٱَ ِلُم كَ تَ لَ ِ اَ ِ ة فا ض ِ ْ ل ٱِبَ، ِ ءا دَ ْ ل ٱَ ِيِ سْح ت ِ لَ ة َّ ي ِجي ِ ثا ِتَّْ س ك َ ِ ة َّ ي ِ ل م ؼ َ َّ ي ِ يم ِ ل ْؼَّتل ٱ َ ِ ة . َ ِ يِ ل ْؼَّتل ٱَ ِ ة را د ِ اَ ِتا سا ر ِ دَ ِفَا ايرِ ث كَ ْل وا ن تُثَ ْ م لَ ِتَِّ ل ٱَ ِ ة َّدِجْ ل ٱَ نِ مَ ِنا ب ِ ها جْ ل ٱَ ِنا ذ هَ ُّد ؼُ ي و َ ِ ّ يِ م لَْ س ِ ْ ل ٱ . َ ُ ة َّ ي ِحا تْف ِ م ْ ل ٱَ ُتا م ِ كَْ ل ٱ : َ ُّ رل ٱَ ُ ة يِب ْ َّتَّل ٱَ، يِ م ِ ّ ل ؼ ُ م ْ ل ٱَ ُ ءا دَٱَ،ةَّ يِ شَ ب ْ ل ٱَ ِ دِرا و م ْ ل ٱَ ُة را د ِ ا َ ُ ة س رْد م ْ ل ٱَ،ة َّ ي ِحو َ لِ م كَ ت ُ م ْ ل ٱَ ُ ة َّ ي ِ م لَْ س ِ ْ ل ٱ

Actions (login required)

View Item