eprintid: 72288
rev_number: 10
eprint_status: archive
userid: 12460
dir: disk0/00/07/22/88
datestamp: 2025-07-31 04:26:11
lastmod: 2025-07-31 04:26:11
status_changed: 2025-07-31 04:26:11
type: thesis
metadata_visibility: show
contact_email: muh.khabib@uin-suka.ac.id
creators_name: Chaerunisa, NIM.: 18104090024
title: MODEL REKRUTMEN TENAGA PENDIDIK DI MADRASAH IBTIDAIYAH PONDOK PESANTREN HADIRUL ULUM KECAMATAN ULUJAMI KABUPATEN PEMALANG
ispublished: pub
subjects: 371.36
divisions: jur_kis2
full_text_status: restricted
keywords: Madrasah Ibtidaiyah, Manajemen SDM, Rekrutmen Guru
note: Dra. Wiji Hidayati, M.Ag
abstract: Education is a strategic means for shaping a quality national civilization, the success of which is highly determined by the quality of educators. Teachers play a vital role in improving educational standards; therefore, the recruitment process for educators must be conducted selectively, professionally, and systematically. This study aims to examine the recruitment model of educators at Madrasah Ibtidaiyah (MI) of Pondok Pesantren Hadirul Ulum, Ulujami Subdistrict, Pemalang Regency. The focus includes the implementation process and the qualifications required in alignment with the characteristics of the pesantren-based institution.
This study employs a descriptive qualitative approach. Data were collected through in-depth interviews, observation, and documentation involving the head of the madrasah, foundation administrators, and educators involved in the recruitment process. Data analysis followed the Miles and Huberman model, which includes data condensation, data display, and conclusion drawing. To ensure data validity, this study applied triangulation techniques, including source triangulation and technique triangulation. The research was conducted at Madrasah Ibtidaiyah Pondok Pesantren Hadirul Ulum from January 14 to February 16, 2023.
The findings reveal that, first, the recruitment model is conducted through two channels: open recruitment (by announcing vacancies to the general public via social media and alumni networks) and closed recruitment (through internal pesantren networks or recommendations from pesantren figures). Recruitment sources include pesantren alumni, the surrounding community, and nearby Islamic universities. Second, the recruitment process begins with human resource planning by the school principal, followed by administrative selection (diplomas, teaching experience, and required documents), competency selection (teaching demonstrations or microteaching and personality interviews), and ends with placement based on teaching ability, character, and readiness to live in the pesantren environment. Third, the prioritized educator qualifications include: (1) academic competence, with at least a bachelor’s degree in education; (2) religious competence, such as the ability to read the Qur’an and understand Islamic values; (3) personality competence, including good character, honesty, and loyalty to the pesantren; and (4) pedagogical competence, assessed through teaching practice. This model is tailored to meet the institution’s needs, which emphasize religiosity, loyalty, and integrity in shaping professional educators who also serve as moral exemplars for students
date: 2025-07-18
date_type: published
pages: 135
institution: UIN SUNAN KALIJAGA YOGYAKARTA
department: FAKULTAS ILMU TARBIYAH DAN KEGURUAN
thesis_type: skripsi
thesis_name: other
citation:   Chaerunisa, NIM.: 18104090024  (2025) MODEL REKRUTMEN TENAGA PENDIDIK DI MADRASAH IBTIDAIYAH PONDOK PESANTREN HADIRUL ULUM KECAMATAN ULUJAMI KABUPATEN PEMALANG.  Skripsi thesis, UIN SUNAN KALIJAGA YOGYAKARTA.   
document_url: https://digilib.uin-suka.ac.id/id/eprint/72288/1/18104090024_BAB-I_IV-atau-V_DAFTAR-PUSTAKA.pdf
document_url: https://digilib.uin-suka.ac.id/id/eprint/72288/2/18104090024_BAB-II_sampai_SEBELUM-BAB-TERAKHIR.pdf