scholarly journals Pengembangan Karier Guru Di Pesantren Darul Ihsan Hamparan Perak Deli Serdang

2021 ◽  
Vol 2 (1) ◽  
pp. 1-16
Author(s):  
Agus Salim Salabi
Keyword(s):  
Career Development ◽  
Human Resource Development ◽  
Human Resource ◽  
Monitoring And Evaluation ◽  
Structured Interviews ◽  
Study Approach ◽  
Data Collection Technique ◽  
The Right ◽  
Short Courses ◽  
Teacher Career Development

Career development is the process of identifying the employee's career potential and material and applying the right ways to develop this potential. The teacher career development process at Pesantrren Darul Ihsan begins with the implementation of monitoring and evaluation of teacher performance. This study aims to analyze and find: 1) the concept of teacher career development at Pesantren Darul Ihsan Hamparan Perak Deli Serdang, and 2) the types of teacher career development at Pesantren Darul Ihsan Hamparan Perak Deli Serdang. The two focuses are studied with the theoretical approach of career management, human resource management, and human resource development as well as several other relevant theories. This study uses a qualitative research model with a case study approach. The data collection technique is by using semi-structured interviews and document studies. Furthermore, after the data has been collected, it is analyzed using several steps: data condensation, data display and conclusion, drawing and verification. The results of this study: 1) Teacher career development is carried out in the form of a personal and career advancement plan, as well as monitoring and evaluation which have implications for: (a) repositioning, (b) dismissal, c) resignation, d) retire. 2) Types of teacher career development that are: short courses, study assignments or study permit, and in house training (IHT). Meanwhile, pesantren support for the career development of teachers is conditional and unconditional.

scholarly journals Pengembangan Sumber Daya Manusia dalam Meningkatkan Kualitas Kinerja Tenaga Pendidik dan Kependidikan di SMA Muhammadiyah 1 Ponorogo

2021 ◽  
Vol 6 (1) ◽  
pp. 41
Author(s):  
Novita Kusuma Hardaning ◽  
Fata Asyrofi Yahya
Keyword(s):  
Career Development ◽  
Human Resource Development ◽  
Human Resource ◽  
Development Planning ◽  
Performance Appraisals ◽  
Study Approach ◽  
Education Personnel ◽  
Research Show

This research discusses the development of educators and education staff which aims to determine the quality of performance carried out whether it has increased or not. Schools need to develop educators and education personnel to improve quality and ability through development activities such as training, career development, and motivation so that the success of human resource development can be determined. This research uses a case study approach with qualitative research, the methods used are interviews, observation, and the use of documents as data collection. The results of the research show that the form of development that has been carried out by the school is by providing various training that has been planned, then through gradual career development planning and in accordance with the tenure, and through providing motivation to all human resources. Then the success of the development can be seen through improving the performance of each human resource, through performance appraisals carried out by the principal and his representatives and paying attention to predetermined performance indicators.  

scholarly journals Pengembangan Sumber Daya Manusia dalam Meningkatkan Kualitas Kinerja Tenaga Pendidik dan Kependidikan di SMA Muhammadiyah 1 Ponorogo

2021 ◽  
Vol 6 (1) ◽  
pp. 41
Author(s):  
Novita Kusuma Hardaning ◽  
Fata Asyrofi Yahya
Keyword(s):  
Career Development ◽  
Human Resource Development ◽  
Human Resource ◽  
Development Planning ◽  
Performance Appraisals ◽  
Study Approach ◽  
Education Personnel ◽  
Research Show

This research discusses the development of educators and education staff which aims to determine the quality of performance carried out whether it has increased or not. Schools need to develop educators and education personnel to improve quality and ability through development activities such as training, career development, and motivation so that the success of human resource development can be determined. This research uses a case study approach with qualitative research, the methods used are interviews, observation, and the use of documents as data collection. The results of the research show that the form of development that has been carried out by the school is by providing various training that has been planned, then through gradual career development planning and in accordance with the tenure, and through providing motivation to all human resources. Then the success of the development can be seen through improving the performance of each human resource, through performance appraisals carried out by the principal and his representatives and paying attention to predetermined performance indicators.  

New kindergarten teachers’ career development trajectories in China: A problem-solving perspective

2020 ◽  
Vol 45 (3) ◽  
pp. 228-240
Author(s):  
Dan Wan ◽  
Rongfang Gu ◽  
Claire McLachlan
Keyword(s):  
Career Development ◽  
Beginning Teachers ◽  
Professional Practice ◽  
Teacher Educators ◽  
Kindergarten Teachers ◽  
Structured Interviews ◽  
Attrition Rates ◽  
The 1960S ◽  
Development Trajectories ◽  
Teacher Career Development

Since the 1960s, concerns for beginning teachers have attracted extensive attention. High attrition rates among beginning teachers have been an international challenge, which is costly for a nation’s budget. To improve the retention of new teachers, it is imperative to understand what beginning teachers have experienced in their professional practice. This qualitative research examined the career development trajectories of beginning kindergarten teachers in China. The experiences of 23 kindergarten teachers from Nanjing were investigated through semi-structured interviews. Using grounded theory, this research identified four main themes and four career development trajectories. Themes include orientation, mastery, re-examination and self-validation, while career development trajectories reveal that teacher career development is not unilinear, but diverse. These findings are crucial in raising the awareness of researchers and practitioners about the diversities and possibilities of teacher career development trajectories. Further implications for researchers, teacher educators and kindergarten teachers are discussed.

scholarly journals Peran Komunitas Islam dalam Menyemangati Keagamaan para Pemuda

2019 ◽  
Vol 18 (1) ◽  
pp. 105-124
Author(s):  
Istiqomah Bekthi Utami
Keyword(s):  
Data Collection ◽  
Success Rate ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Religious Knowledge ◽  
Work Program ◽  
Data Collection Technique ◽  
Descriptive Method

This study aims to find out how the work program, the constraints, the role, the success rate, and the implementation of the program conducted by Pesantren Yatim Al-Hilal in empowering orphaned resources by building the community's caring participation for abandoned orphans. Place research conducted by the author that is in Pesantren Yatim Al-Hilal Village Rancapanggung Kec. Cililin Kab. West Bandung. The method used in this research is descriptive method, with data collection technique through documentation study, observation and interview. Because the research is qualitative, the data collected is then analyzed by selecting and classifying the data in order to facilitate the conclusion. Based on the results of research conducted on this Pesantren Yatim Al-Hilal, the authors found out that empowerment of orphans conducted by Al-Hilal pesantren by providing human resource development by improving both social and religious knowledge, by meeting the needs of life for orphans as the realization of the success of orphans in achieving their goals and can be useful for the nation, and the country. Penelitian ini bertujuan untuk mengetahui bagaimana program, kegiatan, pelaksanaan, peran dan faktor pendukung serta penghambat yang dilakukan oleh Komunitas Gerakan Pemuda Hijrah dalam menyemangati Keagamaan para Pemuda. Tempat penelitian yang dilakukan oleh penulis yaitu di Komunitas Gerakan Pemuda Hijrah yang bermarkas di Masjid Al- Lathiif Jalan Saninten No. 2 Bandung. Metode yang digunakan dalam penelitian ini adalah metode deskriptif, dengan teknik pengumpulan data melalui studi dokumentasi, observasi dan wawancara. Karena penelitian ini bersifat kualitatif, maka data yang dikumpulkan kemudian dianalisis dengan memilih dan mengklasifikasikan data tersebut supaya mempermudah dalam penarikan kesimpulan. Berdasarkan hasil penelitian yang dilakukan terhadap Komunitas Gerakan Pemuda Hijrah ini, penulis menemukan hasil bahwa komunitas Gerakan Pemuda Hijrah sangat berperan dalam menyemangati keagamaan para pemuda, terutama pengajarkan dalam hal keagamaan yang sifatnya mampu menjadikan sorang insan yang benar-benar bertakwa dan beriman kepada Allah SWT.  

Bridging the industry–education skills gap for human resource development

2020 ◽  
Vol 52 (2) ◽  
pp. 93-103 ◽  
Author(s):  
Nana Arthur-Mensah
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Positive Impact ◽  
Resource Development ◽  
Employee Morale ◽  
Skills Gap ◽  
Content Type ◽  
Study Approach ◽  
The Usa

Purpose The purpose of this study is to describe one advanced manufacturing company’s efforts to build a channel of skilled workforce by developing an apprenticeship programme with high schools. Design/methodology/approach Using a qualitative case study approach, the authors interviewed the members of the organisation to gain insights into opportunities and challenges they faced in addressing their skills needs. Findings The analysis showed that the collaboration and commitment of stakeholders were essential to the success of the programme. Furthermore, flexibility in employer’s expectations to allow for career progression was critical to motivating students to continue in the programme. A positive impact of the programme on overall employee morale and organisational culture was revealed. Research limitations/implications Although the findings may be relevant to other similar organisations, they may have limitations in their applicability to other contexts. Practical implications The study holds promise for the field of human resource development, as practitioners and scholars can benefit from the renewed interest in youth apprenticeship to identify how their activities within and outside of the organisation can build and retain the human capacity needed for organisational performance and competitiveness. Originality/value Employer–education partnerships have been touted as a solution to the skills gaps in industries. However, there is very little literature on employer-initiated apprenticeships focused on youth in the USA. Industry–education apprenticeship programmes offers employers an opportunity to address the skills problem in ways that meet their need.

scholarly journals Human Resource Development and Employee Engagement in Nepalese Commercial Banks

2019 ◽  
Vol 4 (2) ◽  
pp. 21-34
Author(s):  
Kishor Hakuduwal
Keyword(s):  
Career Development ◽  
Performance Management ◽  
Human Resource Development ◽  
Employee Engagement ◽  
Human Resource ◽  
Commercial Banks ◽  
Resource Development ◽  
Training And Development ◽  
And Performance ◽  
The Impact

The objective of the present study is to analyse the impact of human resource development on employee engagement in Nepalese commercial banks by taking three human resource development components of training and development, career development and performance management as independent variables, and employee engagement as a dependent variable. Using the random sampling, 384 employees were selected, and a questionnaire survey was carried out to collect data. Using F-test and t-test, the study found that the training and development, career development and performance management have significant impact on employee engagement in Nepalese commercial banks. The study also revealed that male employees have more emphasis on performance management but female employees have more emphasis on training and development. Likewise, the employees up to the officer level have also more emphasis on performance management but the employees below officer level have more emphasis on training and development.

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