MANAJEMENTENAGA PENDIDIKAN

DAN TENAGA KEPENDIDIKAN

MTPTK = MANAJEMEN TENAGA PENDIDIKANDAN TENAGA KEPENDIDIKAN

MSDM = MANAJEMEN SUMBER DAYA MANUSIAHRM = HUMAN RESOURCES MANAGEMENT

Secara konseptual, MTPK kurang lebih sama dengan MSDM

Jadi, kalau kita membicarakan MPTK maka yang dibicarakan adalah MSDM

MTPK OR MSDM

DEFINITIONS

HRM is all the ctivities involved in acquiring, main-taining, and deve-loping an organi-zation’shuman resources

MTPTK adalah seluruh aktivitas perencanaan, perekrutan, seleksi, pe-nempatan, pemberian kompensasi, penghar-gaan, pengembangan (diklat), dan pember-hentian TPTK.

DEFINITIONS

Menurut UU 20/2003 ttg SPN pasal 1 ayat 5 dan 6:

Tenga Kependidikan adalah seseorang yang mengabdikan diri dan diangkat untuk menun-jang penyelenggaraan pendidikan

Tenga Pendidik adalah orang yg memiliki kualifikasi sebagai guru, dosen, konselor, pamong belajar, widyaiswara, tutor, instruktur, fa-silitator dan sebutan lain yg sesuai dengan kekhususannya, dan yg berpartisipasi dalam penyelengga-raan pendidikan.

HRM ACTIVITIES

Human Resources Planning

Job Analysis

Recruiting, Selection, and Orientation

Compensation and Benefits

Training and Development

Performance Appraisal

HUMAN RESOURCES PLANNING

Human Resources Planning is the development strategies to meet a firm’s human resource needs.

Hu

man

Res

ou

rces

P

lan

nin

g in

clu

des

: Forcasting Human Resources Demand

Forecasting Human Resources Supply

Matching Supply with Demand

In relation with the forecasting human resources supply, a firm should have these two:

Replacement Chart

Skills Inventory

A list of key personnel and their possible replacement

within the firm

A computerized data bank containing information on

the skills and experience off all present employees

MATCHING SUPPLY WITH DEMAND

When demand is greater than supply

Action is Recruit and Select

When supply is greater than demand

The action is reduce work force

Methods of reduce work force:

Lay-off

Attrition

Early Retirement

Fired

J O B A N A LY S I S

Job Analysis

A systematic procedure for studying jobs to determine their various

elements and requirements

Job Description

A list of the elements that make up a particular job.

Job Specification

A list of the qualifications required to perform a

particular job.

RECRUITING

SELECTION

ORIENTATION

RECRUITING

Recruiting is the process of attracting qualified job applicants

INERNAL RECRUITING

External Recruiting

SELECTION

Selection is the process of gathering infor-mation about applicants for a position and then using that information to choose the most appropriate applicant

Some general methods of selection:

Applications

Tests

Interview

References

Assessment Centers

ORIENTATION

Orientation is the process of acquainting new employees with

an organization.

FOR DISCUSSUION

Diskusikanlah bagaimana sistem rekrutmen, seleksi dan orientasi guru-guru di Indonesia.

COMPENSATION AND

BENEFIT

COMPENSATION

Compensation is the payment that the employees receive in return for their labor

Compensation System is the policies and strategies that the determine employee compensation

Management of Compensation Decisions

The Wage-level

Decision

The Wage-structure Decisions

(Usually based on the basis of job evaluation)

The Individual-wage Decisions Comparable worth

TYPES OF COMPENSATIONS

Hourly Wage

Weekly or Monthly Salary

Commissions

Bonuses

Profit Sharing

BENEFIT

Benefit is rewards that are provided inderectly to

employees, consisting mainly of services (such as

insurence) and employee expences (such as college

tuition).

TRAINING DEVELOPMENT

Training and Development

Methods:

On-the-job methods

Classroom teaching and

lecture

Vestibule training

Conferences and seminar

Role Playing

PERFORMANCE APPRAISAL

Performance appraisal is the evaluation of employee’s current and potential level of performance to allow superiors to make objective human resources decisions

COMMON EVALUATION TECHNIQUES OF PERFORMANCE

APPRAISAL

Objective Methods

Judgemental Methods