Rekrutmen dan Pengembangan Sumber Daya Manusia Berbasis Modal Spiritual

Abd, Qohin (2022) Rekrutmen dan Pengembangan Sumber Daya Manusia Berbasis Modal Spiritual. Doctoral thesis, UIN Prof. K.H. Saifuddin Zuhri.

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Abstract

ABSTRAK Di antara persoalan mendasar dalam pengelolaan SDM adalah belum optimalnya pengelolaan rekrutmen dan pengembangan SDM. Selain itu, selama ini terjadi kesenjangan mengenai kinerja organisasi termasuk di dalamnya rekrutmen dan pengembangan SDM yang selama ini lebih banyak tergantung pada aspek social capital, dan intellectual capital. Padahal, kedua modal tersebut tidak cukup untuk membangun sebuah organisasi. Untuk itu diperlukan adanya spiritual capital. Berdasarkan pemikiran tersebut, penelitian ini bertujuan menemukan, mendiskripsikan serta menganalisa tentang rekrutmen dan pengembangan SDM berbasis modal spiritual di LPIS Purbalingga. Jenis penelitian ini adalah kualitatif. Teknik pengumpulan data menggunakan observasi, wawancara, dan dokumentasi. Data yang terkumpul diorganisasi, ditafsir, dan dianalisis secara berulang-ulang, selanjutnya dilakukan analisa untuk menyusun konsep temuan penelitian. Penelitian ini menghasilkan temuan sebagai berikut: Pertama, proses rekrutmen yang dilakukan oleh LPIS Purbalingga menggunakan modifikasi teori rekrutmen yang diintegrasikan dengan spiritual capital melalui ; pertama, dalam administrasi dan seleksi administrasi mencatumkan kriteria yaitu beragama Islam, dapat membaca Al Qur’a@n, dan memiliki kepribadian yang baik. Kedua, tes tertulis terlihat penggunaan berbagai soal yang berhubungan dengan dimensi keagamaan dan akhla@q al kari@mah. Ketiga, dalam tes wawancara terlihat adanya penggunaan wawancara khusus ke-Islaman dan bacaan Al Qur’a@n, bahasa arab serta kepribadian. Keempat, dalam micro teaching terlihat penggunaan aspek dan penilaian performa Islami dan internalisasi nilai ke-Islaman dalam pembelajaran. Kelima, orientasi kerja yang menekankan aspek filosofi bekerja sebagai ibadah dan nggo sangu mati. Kedua, pengembangan SDM di LPIS Purbalingga berbasis spiritual capital dilakukan cara yaitu; pertama, pengembangan motivasi dan orientasi kerja. Kedua, pengembangan aspek spiritual knowledge dan belief. Ketiga, pengembangan spiritual habit dengan menciptakan lingkungan yang Islami (bi@ah isla@miyyah). Keempat, pengembangan organizational culture dengan menerapkan disiplin secara menyeluruh, profesionalitas (ihsa@n), menebar ukhuwah melalui kebiasaan berkomunikasi secara Islami, menjadi teladan yang baik (Qudwah), perbaikan diri dan tidak mudah puas dengan prestasi yang dicapai, kejujuran, etos kerja yang tinggi dan selalu bersyukur. Kata Kunci: Tenaga Pendidik, Rekrutmen, Pengembangan dan Modal Spiritual ABSTRACT Some of the basic problems in HR management are the management of HR recruitment and development which has not been going well. In addition, there has been a gap regarding organizational performance in recruitment process and human resource development which have been more dependent on the development of social capital and intellectual capital aspects. In fact, these two capitals are not enough to build an organization. For this reason, spiritual capital is needed. Based on those concerns, this research is conducted in order to find the answer, explain, as well as analyze the recruitment and human resources development based on spiritual capital in LPIS Purbalingga. This is carried out using the qualitative method. The data were collected using observation, interviews, and documentation. The data were organized, deciphered, and analyzed multiple times. The result was then analyzed for the second time in order to create a concept based on the result. This research has produced some results. The first one is about the recruitment process that employs a modification recruitment theory involving spiritual aspects. In doing so, the LPIS Purbalingga employed several aspects during its recruitment process. First, an obligatory to be a Muslim, able to read the Quran, and have a good personality. Second, the usage of paper-based tests to ask the candidates about religious matters and good personalities (akhla@q al kari@mah). Third, during the recruitment process, the ability to read the Quran using the Arabic language, discussion regarding Islamic religion, and how to be a well-behaved Muslim are also measured. Fourth, the measurement of Islamic religious aspect performance during the micro-teaching stage as well as its internalization during the learning process. Fifth, job orientation that weighed more as medium to make sure that candidates understand that work is more about worship to God as our preparation for the afterlife. The second result is about the development of spiritual aspects, knowledge, and belief. The third, is the development of spiritual habits by creating an Islamic environment under the guidance of bi@ah isla@miyyah. The fourth, the development of discipline, professionalism (ihsa@n), maintaining good relationships by the way of Islamic-based communication, being a good example (qudwah), self-evaluation, and also the spirit to be better over time, honesty, maintaining high work rate and always be grateful. Key word: teacher, recruitment, development, and spiritual capital

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