MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN IKLIM KERJA YANG KONDUSIF DI LINGKUNGAN MAS JEUMALA AMAL ACEH

Nabil Aisar Abra, NIM.: 22204092014 (2024) MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN IKLIM KERJA YANG KONDUSIF DI LINGKUNGAN MAS JEUMALA AMAL ACEH. Masters thesis, UIN SUNAN KALIJAGA YOGYAKARTA.

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Abstract

A conducive work climate not only affects individual performance, but also the overall effectiveness of the institution. A problem that often arises in an educational institution is the atmosphere between stakeholders that sometimes makes the school environment uncomfortable. At MAS Jeumala Amal, there are significant problems related to the work climate. Previously, the situation in the madrasah environment showed that there was a mismatch between coworkers which caused tension and pressure between coworkers, thus hampering and reducing motivation in carrying out tasks. In this context, the role of the principal as a leader is decisive. Good human resource management involves effective management of educators, competency development, and the creation of open and collaborative communication. By understanding the dynamics of relationships between individuals within the school, it is expected to create a work climate that supports student learning and development. This research uses descriptive qualitative research. To obtain data in this study, researchers conducted interviews, observations and documentation. The interview subjects include the Head of Madrasah, Teachers and also Employees. The data obtained will be analyzed through the stages of data condensation, data display / data presentation, and conclusion drawing. To test the validation and validity of data, namely using teknik triangulation and source triangulation. The results of this study reveal that, first, the role of the principal in enhancing the work climate at MAS Jeumala Amal involves several stages: a) Teacher welfare, b) Effective communication, c) Training and development for teachers and staff, d) Rewards for high performers, e) Evaluation. Second, the steps taken by stakeholders to improve the work climate at MAS Jeumala Amal include: a) Maintaining communication and collaboration, b) Creating a familial atmosphere, c) Fostering a positive school culture, and d) Stakeholder support. The success of HRM depends not only on the policies implemented but also on the principal’s ability to manage relationships among individuals within the school. A conducive work environment benefits not only the teachers but also has a positive impact on student development. They feel valued and supported which encourages learning. Keywords: Human resource management, work climate and madrasah environment

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