PERAN ADMINISTRASI PERSONALIA DALAM MENINGKATKAN KINERJA GURU

Abstract

Abstrak

Dalam konteks pendidikan, administrasi personalisa memegang peranan penting dalam meningkatkan kualitas sumber daya manusia dalam hal ini guru. Masih ditemukannya kendala dalam pengelolaan personalia, seperti ketidaksesuaian penempatan guru, kurangnya evaluasi kinerja yang objektif, serta kurangnya pelatihan dan pengembangan profesi, menjadi tantangan yang perlu segera diatasi. Administrasi personalia yang tertib dan teratur diharapkan meningkatkan kinerja guru. Penelitian dilakukan dengan metode kualitatif pendekatan studi pustaka. Teknik pengumpulan data dengan mencari dan mengumpulkan informasi dari berbagai sumber tertulis seperti buku, jurnal, artikel, laporan penelitian dan dokumen digital. Proses perekrutan yang rapi, tertib dan terstruktur meminimalisir subjektifitas terhadap penilaian guru sehingga mendapatkan guru dengan penilaian secara objektif. Administrasi terhadap evaluasi guru mengacu pada proses sistematis pendokumentasian, pemantauan dan pelaporan penilaian kinerja guru. Tujuannya adalah untuk memastikan akuntabilitas, memberikan umpan balik yang konstruktif dan mendukung pengembangan profesional guru secara berkelanjutan. Pengelolaan administrasi yang baik berkaitan dangan kesejahteraan guru memberikan pengaruh besar terhadap motivasi kinerja guru. Administrasi personalia mengatur kesejahteraan, seperti insentif dan sistem penghargaan, proses kenaikan pangkat dan pengembangan karir guru, membantu meningkatkan kompetensi, kepuasan kinerja, meningkatkan produktivitas dan loyalitas guru dalam bekerja. Administrasi guru dalam menciptakan lingkungan kerja kondusif menerapkan pengelolaan yang efektif dengan menciptakan lingkungan belajar yang nyaman dan produktif serta menciptakan iklim kerja yang positif dan efisien. Pelaksanaan adminsitrasi berjalan dengan baik berdampak terhadap kinerja guru yaitu pengadaan dan penempatan guru yang tepat, pengembangan professional, evaluasi kinerja yang terstruktur, pengelolaan kesejahteraan secara adil, menciptakan lingkungan kerja yang kondusif, pencatatan dan pelaporan yang efisien.

Abstrack

In the context of education, personnel administration holds an important role in improving the quality of human resources, in this case, teachers. The persistent obstacles in personnel management, such as the misalignment of teacher placements, the lack of objective performance evaluations, and insufficient training and professional development, present challenges that must be addressed immediately. Orderly and regular personnel administration is expected to improve teacher performance. The research was conducted using a qualitative method with a literature study approach. The data collection technique involved searching for and gathering information from various written sources such as books, journals, articles, research reports, and digital documents. A neat, orderly, and structured recruitment process minimizes subjectivity in teacher assessment, thus obtaining teachers who are assessed objectively. The administration of teacher evaluation refers to the systematic process of documenting, monitoring, and reporting teacher performance appraisals. The goal is to ensure accountability, provide constructive feedback, and support the ongoing professional development of teachers. Effective administration management related to teacher welfare has a major influence on teacher motivation and performance. Personnel administration manages welfare, such as incentives and reward systems, promotion processes, and teacher career development, which helps improve teacher competency, job satisfaction, productivity, and loyalty in their work. Effective teacher administration in creating a conducive work environment involves implementing effective management by fostering a comfortable and productive learning environment, as well as a positive and efficient work climate. The successful implementation of administration has a significant impact on teacher performance, specifically through effective teacher recruitment and placement, professional development, structured performance evaluation, fair welfare management, the creation of a conducive work environment, and efficient record-keeping and reporting.