The Personnel Management Function and Personnel Development
The personnel management function by operationally consists of:
Procurement is to provide a certain number of employees and also the type of expertise needed to be able to achieve a company's goals. These goals concern a matter of meeting the needs of the workforce, the selection process and also the placement of work.
Employee development that has been obtained by way of training with the aim of developing employee skills.
Compensation is a fair and also appropriate award for employees in accordance with the contribution of employee members in achieving a company goal.
Integration is something that involves adjusting the desires of each with the financial interests of the company and the community.
Maintenance is something that maintains and also improves existing conditions.
Assignment of Personnel Section
The main task of personnel is to provide labor in the quality and quantity needed by each section in a company. This means that the personnel section provides services to other parts so that it can be easier to be able to carry out their duties.
(Manullang, 2001) The personnel department must carry out its duties properly is as a steward for other parts within a company, then the personnel management duties include:
Make the necessary labor budget;
Make a job analysis, job description, and job specifications;
Determine and provide labor resources;
Manage and develop the education process and educators;
Managing labor selection
Taking care of dismissal problems (retirement);
Taking care of welfare matters
Personnel Development
As a growing organization, educational institutions always need an inward attention to themselves that is focused on efforts to maintain survival, improvement and renewal agents.
One of the activities to achieve this is by developing educational personnel. This is to prevent the use of obsolete knowledge and the implementation of outdated tasks.
The objectives of training and personnel education include the following.
To improve the quality and quantity of output
Realizing personnel planning
Improve work morale
Increase income / welfare
Improve health and safety
Prevents aging
To develop personnel.
The development of the Pancasila personality is a basic level of development because it underlies all the developments above it.
Personnel Relationship
Organizational relations related to organizational climate. Organizational climate is certain organizational characteristics that distinguish it from other organizations that can influence the behavior of its members.
Organizational climate is an extension of the concept of work morale, if work morale only concerns the attitudes of individuals or groups at work, the climate includes practices, traditions and habits of work in organizations.
Williams believes the organizational climate needs to be considered because it concerns productivity and humanity. It is easy to understand that educational productivity is determined by the practice and traditions / habits of personal work.
If the personnel have the habit of working effectively and efficiently, they will be able to increase productivity, otherwise if they have a habit of working casually and inaccurately will harm the organization. Paying attention and fostering organizational climate means at the same time upholding the dignity of personnel as human beings.
Because improving the organizational climate will develop social attitudes, tolerance, respect for the opinions of others, work together to solve problems and so on. All of these behaviors are a mirror of how to work well, if maintained then it will become a habit of working. Then a good organizational climate is created.
Prosperity in Personnel Management
Compensation is a remuneration provided by the education and school services to education staff that can be valued in money and has a tendency to be given on a regular basis. In developing countries, including Indonesia, the welfare of educational personnel needs to be considered. Because their salaries in general are only enough to live a simple life.
Although this simple life is a motto echoed by the government, but if the life of education personnel can be increased again, their enthusiasm for work will increase. Personnel income is one important factor. Income is one of the determinants of productivity among teachers.
This means that if their income is small, then the productivity of education in schools will also be small, conversely if their income is large, then that productivity will also be large. Assuming that their current income is small, it is in place for managers to intervene to reduce the burden of their lives, by seeking prosperity.
The issue of compensation in addition to being sensitive because it is driving someone to work also affects work morale and labor discipline. Therefore, every Education institution should be able to provide compensation with the workload borne by education personnel.
Welfare must be defined as material (for example salary, honorarium, and physical facilities) and non-material that leads to job satisfaction. It must be remembered that school personnel are "educated people", so non-material welfare is often very necessary. For this, among others:
Give what is the right of teachers and administrative staff, for example: salary increases, honorariums, excess teaching / overtime and promotions right on time.
Give rewards, both material and non-material, to every staff member who excels or has done a good job.
Fostering family relationships between teachers / staff and their families.
If conditions allow for the welfare of teachers in the RAPBS, as long as they do not violate the applicable rules.
Provide opportunities and facilitate so that each staff can actualize their potential by giving staff the opportunity to submit ideas and then realize them.