Advances in Social Science, Education and Humanities Research, volume 487

Proceedings of the 2nd Early Childhood and Primary Childhood Education (ECPE 2020)

Human Resources Management in Basic Education

Schools
Nadya Nanda Sukawati1 Imam Gunawan1, 2,* Endra Ubaidillah1 Sasi Maulina1
Firman Budi Santoso1
1
) Department of Educational Administration, Faculty of Education, Universitas Negeri Malang, Malang 65145,
Indonesia
2
) Rumah Visi Kepala Sekolah, Malang, Indonesia
*
Corresponding author. Email: [email protected]

ABSTRACT
School management which is managed professionally will affect the achievements of the school. Resources that are
important to be optimally empowered are human resources. Competent human resources are the most important
capital for schools to develop school organizations, including schools at the basic education level. The study was
designed with the aim of knowing the formula for effective human resource management processes at the basic
education level. The method used is literature study. The literature review results from various literatures conclude
that an effective human resource management process at the basic education level is: (1) job analysis; (2) employee
selection; (3) orientation and placement; (4) training; (5) mutation; (6) promotion; and (7) compensation.

Keywords: Human Resource Management, Basic Education, Job Analysis, Employee Selection, Orientation
and Placement

1. INTRODUCTION
organizational effectiveness [2]. HRM is a management
Human resource management is a process of dealing activity that includes empowerment, development,
with various problems within the scope of employees, assessment, and remuneration for humans as individual
employees, laborers, managers and other employees to members of the organization.
be able to support the activities of an organization or
Matters relating to HRM are: (1) more than usual
company in order to achieve predetermined goals.
emphasis on integrating various HR policies with
Human resource management is management that
planning; (2) HR management responsibility is no
specializes in the field of personnel or in the field of
longer the responsibility of a special manager, but the
personnel [1]. Human resource management (HRM) is a
management as a whole; (3) there is a change from a
form of recognition of the importance of organizational
management union relationship to an employee
members (personnel) as resources that can support the
management relationship; and (4) there is an
achievement of organizational goals, the
accentuation of commitment to train managers to be
implementation of functions and activities of the
able to play an optimal role as activator and facilitator
organization to ensure that they are used effectively and
[3]. The specific objectives of HRM are: (1) to improve
fairly for the benefit of organizations, individuals and
the productive contribution of employees to the
society.
organization in a way that is responsible strategically,
This is a form of recognition of the important role of ethically, and socially; and (2) reflect the manager’s
HRM in organizations, the challenges of managing strategy and balance the challenges of the organization,
Human Resources (HR) effectively, and the the HR function, and the people it affects. In general,
development of branches of science and the objectives of HRM include four aspects,
professionalization in the HRM sector. Technological
The social goal of HRM is for organizations to be
advances create new jobs and accelerate job
socially and ethically responsible for the needs and
disappearances. HRM is a part of management work
challenges of society by minimizing their negative
that deals with humans, both as individuals and as
groups, and with its contribution to

Copyright © 2020 The Authors. Published by Atlantis Press SARL.

 Advances in Social Science, Education and Humanities Research, volume 487
This is an open access article distributed under the CC BY-NC 4.0 license -http://creativecommons.org/licenses/by-nc/4.0/. 292
 Advances in Social Science, Education and Humanities Research, volume

impacts [3]. The organization produces output for

2. METHOD
certain groups in society. School organizations, in this
case students and alumni, are expected to improve the Referring to the purpose of writing articles, the
quality of society and help solve social problems. The method used is literature study. The function of
implementation of social goals in the field of education, literature study: (1) to study the history of research
especially schools, is the School Health Unit program and problems, so that it can be shown that the problem has
social service programs. never been researched or if so, the existing theory is not
Organizational goals are formal goals designed to yet solid; (2) to assist in the selection of research
help the organization achieve its goals. The HRM methods by learning from previous research experiences;
section was formed to assist in realizing organizational (3) to understand the theoretical framework or
goals. School personnel are utilized effectively and background of the problem under study; (4) to
efficiently to achieve school education goals. The understand the advantages or disadvantages of previous
effectiveness of the school depends on the effectiveness studies, because not all studies produce solid findings;
of the existing human resources in the school. The key (5) to avoid unnecessary duplication (the results of this
to the continuity of the school organization lies in the function are written as research authenticity); and (6) to
effectiveness of the principal in fostering and utilizing provide reasoning or reasons for selecting problems (the
the expertise of teachers and employees by trying to results of this function are written as background) [5].
minimize human resource weaknesses. There are two main components used by researchers in
writing literature studies, namely: (1) theoretical
Functional objectives are the goals to maintain the framework; and
contribution of human resources at a level appropriate to (2) studies related to research topics and themes [6].
the needs of the organization [3]. So that the principal in
this case seeks to improve the management of teachers Literature study is a study carried out to solve a
and employees by providing appropriate consulting problem which basically rests on a critical and in-depth
services, managing effective recruitment programs, study of relevant library materials. The several elements
training, and being able to test the reality when teachers in this literature study are: (1) describing the research
and employees come up with new ideas for developing subject, issue, or theory objectively from the literature
schools. review; (2) divisions of the literature review were
categorized (eg to support relative and alternative
Individual goals are personal goals of each member positions); (3) describes how from each literature review
of the organization that will be achieved through their the similarities and how they vary from the others; and
activities in the organization [3]. If organizational goals (4) making conclusions from each section providing
and personal goals do not match, it is possible that input from various arguments, to understand and
employees will choose to withdraw from the develop the research area [6]. Researchers in presenting
organization. The principal must also focus on the results of this literature study explain the
achieving conformity to the achievement of goals with relationship between the research conducted with other
the teacher, by assessing the knowledge, abilities, needs studies with the same topic.
and interests of teachers in schools.
Researchers not only state the relationship, but also
Organizations try to create conditions in which every clearly state the similarities and differences between their
employee is motivated to contribute as best as possible research and other similar studies. The results of this
to organizational effectiveness [2]. This is important for literature study can: (1) identify the position and role of
school principals, because schools cannot be maximally the research being carried out in the context of a broader
effective and efficient without the full cooperation of problem; (2) expressing his personal opinion whenever
teachers and staff. discussing the results of other research he has studied;
HRM is the science and art of managing the (3) using literature from other disciplines that can have
relationships and roles of the workforce effectively and implications for the research being carried out; and (4)
efficiently so as to achieve common goals, present the results of the library in a conceptual
organizations, employees, and society [4]. So that HRM framework of thinking in a systematic way.
has an obligation to understand the increasingly
complex changes that always occur in the organizational 3. RESULT
environment, anticipate these changes, both changes in
science and technology, and understand the international HR is a source of human-derived strength that
dimensions that are starting to affect organizations due organizations can empower. Human resources are
to rapidly developing information. The purpose of human resources and are strength. In order to become a
writing this article is to describe the process of human power, the quality and competence of human resources
resource management in elementary schools. must be improved. Humans as social beings always live
in organizations. Humans are the most important
element in all organizations. The success of an
organization in achieving its goals and facing various
challenges is very

2
 Advances in Social Science, Education and Humanities Research, volume

much determined by its ability to manage its human experience difficulties when obtaining human resources
resources appropriately. that are poorly qualified or unsuitable due to poor
HRM is a concept and technique needed to deal with selection processes. The lack of skills possessed by
aspects of personnel, such as selection, training, human resources can be anticipated with a training
rewarding and assessment. The following describes the program, but there are consequences that must be borne
research results from the literature study on HRM in by the organization, namely an increase in the allocation
elementary schools, which include: (1) job analysis; (2) of funding to develop these poorly qualified human
employee selection; (3) orientation and placement; (4) resources. If not allocated, customer satisfaction to the
training; (5) mutation; (6) promotion; and (7) organization can decrease.
compensation. A good HR selection procedure is expected to get
employees who can be a source of benefit from the
3.1. Job Analysis competition it has. Meanwhile training and development
are also critical in nature, they are used to fulfill
Job analysis is an activity that serves to assist the
employee requirements. The skills possessed by
implementation of management in employee
employees can be improved with training, additional
recruitment in an effort to provide for employee needs.
budget expenditures are needed to catch up with the
Mangkunegara [7] argues that job analysis is based on
organization’s lags in the implementation of training.
the type of work, the nature of the job, the estimated
Complex organizations are very selective with their
workload, the estimated capacity of employees, the
staffing decisions. The selection process includes
levels and number of positions available, and the tools
defining requirements, attracting candidates, and
required in its implementation. The process of gathering
selecting candidates [9]. Descriptions of requirements
information for each position, studying various
include preparation of job descriptions and
information related to work operationally and its
specifications, defining terminology, and employee
responsibilities, and compiling information regarding
conditions. Attracting candidates includes reviewing and
specific tasks, types of work, and responsibilities are
evaluating the applicant’s alternative resources, the
activities carried out in job analysis.
organization’s internal and external capabilities,
Job analysis as a guideline for recruitment and publication selection, and using a consulting service
placement, determining the number of employees, and bureau. Selection of candidates includes selecting
the basis for activities in HRM [1]. Job analysis as a applicants, interviewing, testing, predicting candidate
guideline for determining the conditions required for competencies, offering jobs, and preparing employee
hiring and placing employees. The accuracy of the contracts.
recruitment and placement of employees is influenced
Employee selection is a process of finding the right
by the requirements of the employees. Determination of
employee from the many existing candidates or
the number of employees can be identified with job
candidates. The initial step that needs to be done after
descriptions and development and establishment of
receiving the application file is to see the curriculum vitae
standard positions. Job analysis is a guideline for other
of the applicant. Then from the applicant’s curriculum
HRM activities, namely transfer, promotion, training,
vittae, sorting is done between the applicants who will
compensation, and equipment requirements.
be called and those who fail to meet the standards of a
Job analysis is assumed to be able to know the job. Then next is to call the selected candidates for a
conditions of the position in detail. Information obtained written test, job interview, and other selection processes.
from job analysis is: (1) name of position, work location
Teacher selection pays attention to academic
and average wage; (2) work relations and positions in
competence and field skills, communication skills, and
the organization; (3) duties, authorities and
pedagogical abilities [10]. Selection criteria emphasize
responsibilities assigned to the office holders; (4)
personal factors. In identifying and determining
equipment and materials used; (5) work environment
selection criteria, the principal needs to form a selection
conditions and work risks; and (6) physical, mental,
team which includes the Head of the Education Office
knowledge and educational requirements.
and a representative of the school principal. The
selection process to become an employee revolves
3.2. Employee Selection around the level of competence being tested. The
domain of teacher skills includes basic skills, general
Employee selection is a process to find candidates or
education, professional education, and specialization in
employee candidates to meet the organization’s HR
the scope of the field of study.
needs. A good selection process will determine the
organization to get a workforce that has a competitive The principal and the selection team compile
advantage [8]. HR training and development activities insights into staffing job descriptions. The job
also have an important role, but organizations will description includes a view of the needs of the job, the
field of work, information about the community and
school

2
 Advances in Social Science, Education and Humanities Research, volume

background, a general description of the job position starting from employees at low and high levels. Training
offered and its responsibilities, the required teacher’s is a part of education that is specific, practical, and
relationship to the school system, the benefits of the immediate [3]. Specific training related to the field of
position offered, the qualifications required, and special work being carried out.
matters in employment such as work contracts, salaries,
and holidays. Training is intended to improve mastery of various
job skills in a relatively short time. Training seeks to
3.3. Orientation and Placement prepare employees to do the work at hand so that they
can continuously develop their performance for the
After the selection criteria are determined, the better. Human resource development is a long-term
selection team determines the placement procedure for educational process with reference to systematic and
candidates who meet the criteria and programs well-organized procedures where human resources are
orientation activities. The purpose of orientation is to given training on conceptual knowledge and general
help new employees make good adjustments to the organizational goals [12]. HR development is a long-
workplace. Based on this, schools need to hold term systematic educational process and organizes
orientation activities even though they are only cursory, procedures in which the personal managerial of each
because with this orientation the teacher just knows the employee learns conceptual and theoretical knowledge
conditions of the school so that they are expected to for general organizational goals.
adapt to the school environment.
Training methods that can be implemented by
Orientation allows teachers and new staff to be schools to improve the quality of teachers and
familiar with the school environment and gain a sense of employees are: (1) the on the job training method, where
belonging which is the seed of commitment to school. teachers and new employees learn their jobs by
The main goals of workplace orientation are to: (1) observing teachers and other employees who are doing
make new employees feel welcome and comfortable; work. teachers and senior staff provide knowledge from
(2) creating a positive perception of the organization; their experiences; (2) the vestibule method, a separate
(3) communicate basic organizational procedures to new room provided for training places for new teachers and
employees; (4) forms the basis for ongoing training; (5) staff, carried out with a large number of participants,
confirm the employee’s decision to join the and supervised by an instructor; and (3) the classroom
organization; and (6) initiating the process of integrating method, which is a method of training carried out in the
new employees into the organizational workforce [11]. classroom, namely with the format of lectures,
conferences, case studies, role playing and programmed
The procedure that can be used to determine
teaching.
employee placement is by means of a placement test and
personal interviews. Placement examinations aim to The place where teachers can develop their
screen and determine who should be invited to competence is the teacher forum. The teacher forum is
interview. Information that needs to be submitted and an appropriate forum for implementing teacher training.
analyzed in relation to placement includes age, gender Teacher forums allow teachers to have deliberations to
and family status. After the prospective teacher is solve problems faced by teachers both in handling
accepted, the next process is placed and orientation. students and in learning activities so that programs
Placement is carried out after the analysis program in arranged according to the curriculum can be implemented
preparation for placement, so that prospective teachers properly [13]. The functions of the teacher forum are:
can be assisted for orientation in the school (1) improving the quality of teacher professional
environment. Aspects that need to be introduced are the competence in planning, implementing, and testing or
characteristics of the community, the school system, evaluating classroom learning, so as to be able to strive
their position in the learning process, and other for improvement and equity in the quality of education
employees related to their field of work. in schools [14]; and (2) undertaking workshops,
symposia and the like on the basis of innovative
3.4. Training classroom management and effective learning
management, such as active, creative, effective, and fun
Workers who work for organizations or companies learning; results of classroom action research; and the
must master the work that is their job and responsibility. results of comparative studies or various studies of
For this reason, a provision is needed so that the existing information from various sources.
workforce can be more masterful and skilled in their
respective fields and improve existing performance. The teacher forum seeks to provide assistance to
Training is the process of helping workers to gain teachers, especially regarding learning materials,
effectiveness in their current or future jobs through methodologies, evaluation systems, and supporting
developing habits of proper thoughts, actions, skills, facilities. The implementation of teacher forum
knowledge and attitudes. That way the process of activities requires collaboration between subject
developing and evaluating employees is very important, teachers and teachers of different subjects so that it can
increase teacher experience and motivation in
implementing

2
 Advances in Social Science, Education and Humanities Research, volume

teacher forums. Cooperation across disciplines of (2) ordinary assessment is objective by comparing years
subjects is expected to increase the knowledge and of service; and (3) encouraging organizations to develop
quality of teachers which can be used as provisions for employees to be promoted [15].
carrying out the learning process. Teacher forum
activities are an integral part of the duties and profession Promotion is an award for employees who have
of teachers in an effort to improve their abilities and good achievements and based on the results of their
skills to support learning activities. performance evaluation. Promotion must also be seen as
a new, bigger responsibility for employees who have the
3.5. Placement opportunity to get a promotion. A fair promotion system
will improve staff performance and ultimately improve
The process of moving employees from one job to school organizational performance. Therefore, school
another which is considered to be of the same level is a organizations must have an employee performance
transfer activity. Mutation activities are carried out to appraisal instrument so that later when there is a
implement the principle of placing employees in the promotion, it can be carried out fairly and can be
right place [1]. Mutations are based on several reasons, accounted for.
namely workability, sense of responsibility, and
A teacher who can be promoted must pay attention
pleasure. It is expected that with the transfer of
to various factors, namely experience, level of
employees to carry out work effectively, efficiently, and
education, loyalty, honesty, responsibility,
can improve their performance. However, it must be
communication skills, work performance, and level of
noted, employees can have the wrong perception that
creativity. Based on this, it is necessary to carry out an
the transfer is a punishment. This can result in decreased
evaluation so that it can be seen who can be promoted.
effectiveness, efficiency and employee performance.
The evaluation uses guidelines and is carried out
Mutations can be sourced from management and systematically, comprehensively and objectively. The
employees themselves. HRM is a central source in conditions that must be met in order to be promoted
decision making and determining all policies related to must also be clear, schools and agencies provide equal
employment issues. The idea of mutation originates opportunities and support activities to fulfill these
from the desire of an employee by submitting his wish requirements. Candidates who will be promoted are also
to be transferred to a work place within the carefully prepared, abilities, talents and interests are
organization. The appointment, placement, and important priorities to pay attention to.
distribution of educators and education personnel are
regulated by the institution that appoints them based on 3.7. Compensation
the needs of the formal education unit. The distribution
of teaching staff is carried out as an effort to equalize Compensation is the reward for regular employee
and quality of teaching staff. work contributions from the organization.
Compensation is a form of appreciation to HR from
Movements apart from paying attention to individual organizations who have done organizational work
teacher interests must also pay attention to other factors through incentives and benefits [16]. The organization
such as the ability of the institution to be targeted, the must be able to develop and improve the HR salary
distribution of teachers, and the need for teachers. system. Incentive programs, such as giving awards to
Taking into account these factors, it is hoped that there high-achieving and high- productivity human resources,
will be no gaps in the number of teachers between one are currently the commonly used compensation system.
school and another. Certain schools have excessive The problem commonly experienced by organizations
teachers while other schools have a shortage of teachers, related to providing compensation to HR is an increase
so an effective transfer is expected to solve this in allowance costs.
problem.
Compensation is a ransom reward for people who do
3.6. Promotion work for the organization with pay, incentives and
benefits. Employers must develop their basic and net
Motivation that can encourage someone to actively wages and salary systems. Also, incentive programs
participate and improve their quality in an organization such as gainsharing (greater share with productive
is an opportunity to advance. Promotion is a move from employees) and rewards are used to increase
one position to another that has a higher status and productivity. Immediately increase productivity to
responsibility [3]. Promotion is carried out starting from achieve goals, especially health services to employees,
the interests of the organization. Teachers who excel can which are expected to be implemented so that it
be promoted to become school principals or supervisors. becomes the main news for the organization. This is
Promotion based on seniority is calculated from the important for schools to pay attention to to improve
length of service. Organizations take this method with the teacher productivity and quality in learning.
following considerations: (1) to reward someone’s
services, at least in terms of loyalty to the organization;

2
 Advances in Social Science, Education and Humanities Research, volume

Appropriate compensation is very important and utilization of the HR aspects of the school. The more
adapted to the existing labor market conditions in the effectively teachers as the spearhead of school human
external environment. Compensation that is not in resources are utilized, it can be predicted that they will
accordance with the existing conditions can cause make a greater contribution to the achievement of
employment problems in the future or can cause harm to school productivity. Professional teachers in shaping
the organization. Protection also needs to be given to student competencies according to their individual
workers so that they can carry out their work calmly so characteristics. Improving the quality of education is
that the worker’s performance and contribution can be inseparable from improving the quality of teachers in
maximized from time to time. The organizational learning. Schools can organize various trainings such as
reward system deals with organizational strategy and training for learning modules, making teaching aids,
policies. The purpose of giving awards to HR is to developing syllabus, and making standard materials
provide a sense of justice, equality, and consistency in [19].
accordance with the contribution of HR to the
organization [9]. Compensation has a positive Changes that have occurred as a result of global
relationship with the process of achieving organizational pressure and influence have encouraged schools to
goals. continue to strive to improve teacher quality. Schools
place a top priority for quality improvement through an
Rewards from management are related to the effective and sustainable HRM process. Teachers are
formulation and implementation of strategies and expected to be able to make an effective and significant
policies, meaning that people who are rewarded better, contribution to the continuity of the school in a
are more appropriate, and employees are consistent with changing situation. There are problems related to
the values of the organization and help the organization teachers encouraging schools to implement MSDM in
achieve strategic goals. Compensation as a form of order to minimize and overcome problems. Some of the
payment or compensation given to employees from problems that are often experienced by teachers such as
performing their work. Schools need to pay attention to being bored in learning activities, unable to operate or
compensation as a reward to teachers and employees use tools as a result of technological sophistication in
who are actively involved in achieving school goals. learning, and the absence of efforts to improve their
Compensation for teachers can be in the form of abilities such as participating in training [20].
allowances, incentives, and bonuses from schools based
on applicable regulations. The principal pays attention These problems must be resolved through the HRM
to the welfare of teachers in order to minimize the program in order to increase teacher participation and
imbalance of economic factors among teachers. ability to achieve school education goals. Training
Fulfilling the needs of teachers is expected to be activities on the use of learning media with the
consistent and active with the main task of carrying out Microsoft Power Point program, Macromedia Flash
learning activities with students. So that the case of Player, SwishMax, and the use of the internet are
teachers who leave their main duties as educators activities that can be carried out by schools to improve
because they work in other fields can be resolved. the quality of teachers’ abilities in learning. Educational
personnel are all people involved in educational tasks,
4. DISCUSSION namely teachers as the main role holders, managers /
administrators, supervisors, and employees. Education
A broad view of the HRM concept has given personnel need to be nurtured to work better with the
practical meaning. Based on this point of view, the community. There are a number of symptoms that
relationship between HRM activities and contributions require personnel development.
and the success of the organization in achieving its
These symptoms are: (1) personnel are too obedient
goals. This awareness can increase the effectiveness of
to their superiors for various reasons, subordinates feel
the organization where every resource is involved in
obliged to fulfill the superiors’ wishes without
achieving the desired results. The main trends and crises
considering whether it is appropriate or inappropriate to
affecting HRM are: (1) costs associated with HR
do; (2) education personnel work too mechanistic,
factors;
routine, like machines, their actions are always based on
(2) productivity crisis; (3) the complexity of the
rules and / or orders from superiors; (3) dissatisfied with
changes; and (4) personnel problems that occur in the
a good design of how to serve or meet the needs of
workplace [17]. School as an organization realizes the
students; (4) there is a change in the context and content
importance of HR management. The source of financial
of the role of the students, this change makes education
finance is not considered the only important asset of the
personnel confused, feel insecure, or some even feel
school but is expected to have the right human resources
competed with; (5) regret increases in relation to
and be able to manage the school organization
communication problems, data users do not try to solve
effectively.
these problems, they can only complain and regret the
HRM in schools is designed to manage and develop bad situation; (6) the inability of managers / managers to
teacher abilities, so that they can carry out learning leave authoritarianism with a hierarchical leadership
activities effectively [18]. Productivity is influenced by
the effectiveness of HRM. This is due to the level of

2
 Advances in Social Science, Education and Humanities Research, volume

model, so that personnel relationships, especially subordinates; (3) managers are assisted by their
between superiors and subordinates, become rigid; (7) subordinates to find the best way of solving problems;
erroneous and sluggish decision making, which can and (4) manager’s actions are approved by subordinates
make personnel confused, have difficulty in working, [24]. Fiedler [25] calls this kind of work a situational
internal anger, and so on; (8) regulations, norms and model.
standards no longer function properly, because they are
out of date; and (9) high conflict or conflict between A study shows that the organizational factors in
groups and / or within the group itself. having difficulty which professionals work affect their personalities and
at work, hidden anger, and so on; (8) regulations, norms professions. It goes on to say that professions and
and standards no longer function properly, because they organizations promote their personality and autonomy
are out of date; and (9) high conflict or conflict between as professionals. Only in a warm organizational climate
groups and / or within the group itself. having difficulty will freedom of speech work well, namely the right of a
at work, hidden anger, and so on; (8) regulations, norms professional to discover, teach and publish the truth as
and standards no longer function properly, because they he sees it in his specialty. The life of a professional is
are out of date; and (9) high conflict or conflict between not only seen in his independent activities and
groups and / or within the group itself. guaranteed freedom of speech, but also in the
opportunity to pursue knowledge / knowledge
From the nine symptoms, it appears that it is not regardless of popularity. The characteristics of the
only the personnel who need to be nurtured or activities of these professionals need to be supported by
developed but also the institutions. The goal of the educational organization atmosphere.
development both through personnel and through the
organization is to improve organizational performance
5. CONCLUSION
by creating a positive human resource climate.
Organizational development also seeks to improve their HRM is the process of utilizing human resources to
respective competencies. In order for the education achieve organizational goals. The results of this research
personnel development process to run smoothly and conclude that the HRM process in schools is: (1) job
continuously, effective leadership is needed [21], [22]. analysis; (2) employee selection; (3) orientation and
It is a leadership that respects the efforts of placement; (4) training; (5) mutation; (6) promotion;
subordinates, who treats them according to the talents, and
abilities and interests of each individual, which provides (7) compensation. Schools as educational institutions
encouragement and directs themselves towards will easily achieve goals when they have human
achieving the goals of educational institutions. Leaders resources who have high competence and
who are high in both dimensions of leadership are professionalism in carrying out their work. The
effective leaders. The two dimensions of leadership are principal as an education administrator has a strategic
task-oriented leadership and human relations-oriented role in running the wheels of the school education
leadership. organization.
Task-oriented leadership is a leader who only
emphasizes the completion of tasks to his subordinates REFERENCES
regardless of the development of talents, competencies,
[1] A. S. Nitisemito, Manajemen Personalia. Jakarta:
motivation, interests, communication, and the welfare of
Ghalia Indonesia, 1996.
subordinates. Conversely, leadership that is oriented to
human relations only emphasizes the development of [2] J. Collingridge and M. Ritchie, Dasar-dasar
their personnel, their satisfaction, motivation, Manajemen Personalia. Jakarta: Erlangga, 1979.
cooperation, relationships, and their welfare. Therefore,
good leadership is leadership that integrates task [3] S. Samsudin, Manajemen Sumber Daya Manusia.
orientation with human relationship orientation [23]. Bandung: Pustaka Setia, 2006.
Only in this way will leadership be effective, that is, it is [4] D. Gary, Human Resources Management. New
able to achieve organizational goals on time. Because Jersey: Prentice Hall Inc, 2003.
this effective leadership can carry out management
functions well, including carrying out planning well too. [5] W. B. Castetter and R. S. Heisler, Developing and
Defending A Disertation Proposal. Pennsylvania:
Effective leadership always takes advantage of
Graduate School of Education, University of
cooperation with subordinates to achieve organizational
Pennsylvania, Philadelphia, 1984.
goals. Because that way the managers / administrators
will get a lot of help from the thoughts, enthusiasm and [6] I. Gunawan, Pengantar Penelitian Kuantitatif.
energy of their subordinates. The educational work Malang: Universitas Negeri Malang, Penerbit UM
performed by the leaders effectively, as a continuum of Press, 2019.
planning and management, is: (1) managers discuss with
their subordinates; (2) managers are assisted by [7] A. P. Mangkunegara, Perencanaan dan
Pengembangan Sumber Daya Manusia. Bandung:
Refika Aditama, 2003.

2
 Advances in Social Science, Education and Humanities Research, volume

[8] C. R. Greer, Strategic Human Resource [19] E. Mulyasa, Menjadi Guru Profesional
Management. Boston: A Pearson Education Menciptakan Pembelajaran Kreatif dan
Company. Menyenangkan. Bandung: Remaja Rosdakarya,
[9] M. Armstong, A Handbook of Human Resource 2005.
Management Practice. London, 2006. [20] I. Gunawan, “Indonesian Curriculum 2013:
[10] R. A. Gorton and G. T. Schneider, School Based Instructional Management, Obstacles Faced by
Leadership Challengesn and Oportunities. Teachers in Implementation and the Way
Dubuque: Wm. C. Brown Publishers, 1990. Forward,” in Proceeding 3rd International
Conference on Education and Training (3rd ICET)
[11] K. Pandia, Manajemen Sumber Daya Manusia.
2017, 2017, pp. 56–63.
Medan: Universitas Sumatera Utara, 2006.
[21] I. Bafadal, A. Y. Sobri, A. Nurabadi, and I.
[12] A. E. Sikula, Personnel Administration and Human
Gunawan, “Standards of Competency of Head of
Resources Management. Santa Barbara: John
School Beginners as Leaders in Learning
Wiley & Sons, Inc, 1981.
Innovation,” in 5th International Conference on
[13] A. Achmad, Memberdayakan MGMP Sebuah Education and Technology (ICET 2019), 2019, pp.
Keniscayaan. Jakarta: Depdiknas, 2004. 13–18.
[14] I. Gunawan and D. D. N. Benty, “Musyawarah [22] V. A. Sudharta, M. Mujiati, A. Rosidah, and I.
Guru Mata Pelajaran dan Kemampuan Mengelola Gunawan, “Gaya Kepemimpinan Kepala Sekolah
Kelas untuk Meningkatkan Motivasi Belajar dalam Perspektif Psikolog,” J. Manaj. dan
Siswa,” Manaj. Pendidik., vol. 20, no. 1, pp. 21– Supervisi Pendidik., vol. 2, no. 2, pp. 109–123,
31, 2007. 2017.
[15] T. Handoko, Manajemen. Yogyakarta: BPFE, 2000. [23] I. Gunawan, Kepemimpinan Pendidikan: Suatu
Pengantar. Malang: Universitas Negeri Malang, UM
[16] D. Ulrich, Human Resource Champions. Boston:
Press, 2018.
Harvard Business School Press, 1997.
[24] W. G. Cunningham, Systematic Planning for
[17] I. Gunawan and D. D. N. Benty, Manajemen
Educational Change. West Coast, Western:
Pendidikan: Suatu Pengantar Praktik. Bandung:
Mayfield Pub Co, 1982.
Alfabeta, 2017.
[25] F. E. Fiedler, A Theory of Leadership
[18] I. Gunawan, “Instructional Management in
Effectiveness. Toronto: McGraw Hill, Inc, 1967.
Indonesia: A Case Study,” J. Arts, Sci. Commer.,
vol. 8, no. 1, pp. 99–107, 2017.