MANAJEMEN PENINGKATAN KINERJA DOSEN: Studi Deskriptif - Analitik pada Jurusan Tarbiyah di STAIN Surakarta dan STAIN Salatiga Provinsi Jawa Tengah - Winarsih, Budi (2011)
Penelitian ini di fokuskan pada masalah "Manajemen Peningkatan Kinerja Dosen pada jurusan Tarbiyah di STAIN Surakarta dan STAIN Salatiga".Penulis tertarik pada permasalahan ini karena kurang optimalisasi manajemen di STAIN. Penelitian ini mempergunakan metode kualitatif. Berdasarkan hasil penelitian, maka disimpulkan, bahwa temuan penelitian adalah : (1) visi dijadikan sebagai pedoman bagi seluruh personil dalam melaksanakan tugasnya dan sebagai gambaran umum dari berbagai harapan yang di inginkan di masa depan. Sedangkan misi menggambarkan layanan atau produk, sasaran, strategi dan aspirasi apa yang di inginkan untuk masa yang akan datang. (2) indikator pencapaian visi dan misi sudah disesuaikan dengan kondisi di organisasi tersebut. (3) program unggulan pada jurusan tarbiyah di STAIN Surakarta dan STAIN Salatiga adalah pendidikan Agama Islam. (4) strategi yang dilakukan dalam mensukseskan program unggulan peningkatan kinerja dosen ialah: peningkatan SDM, sarana prasarana, aqidah islamiah dan implementasinya serta life skill. Peningkatan kinerja dosen di STAIN tidak lepas dari konteks sistem penghargaan terhadap jabatan profesi dan pengembangan karier dosen, Parameter yang dijadikan ukuran difokuskan pada komponen kompetensi pribadi (personal competencies), kompetensi profesional (professional competencies) dan kompetensi sosial (Social competencies). (5) manajemen kinerja dosen mengacu pada kebijakan, perencanaan kinerja dosen, dan peningkatan mutu di STAIN. (6) implementasi peningkatan kinerja dosen di STAIN dipengaruhi oleh faktor : (a) kemampuan profesional dosen, (b) organisasi yang kondusif dan budaya peningkatan mutu. (7) model manajemen peningkatan kinerja dosen melalui "the spiritual motivation in the learning organization, berpijak pada asumsi dan kondisi faktual di STAIN. Model yang penulis kemukakan mengandung pemikiran hipotetik dan diharapkan lebih efektif, efisien dan produktif, sehingga meningkatkan kinerja dan mutu pendidikan serta akuntabilitas di STAIN. Rekomendasi yang diajukan untuk ketua STAIN, dosen dan birokrat pendidikan ialah : (1) ketua STAIN harus konsisten, komitmen dan optimal dalam mengimplementasikan manajemen kinerja dosen. (2) mengelola potensi sumber daya dosen yang sesuai dengan karakteristik STAIN. (3) merumuskan dan menyusun standar kinerja dosen. (4) melakukan pengukuran dan evaluasi kinerja dosen. (5) program peningkatan kinerja dosen harus di laksanakan secara komprehensif, berkelanjutan, dan kolaboratif. (6) peningkatan budaya mutu proses belajar mengajar di lingkungan STAIN dan membantu dosen dalam meningkatkan kualifikasi pendidikannya melalui program beasiswa. This research was focussed on the issue "The Management of Improvement of Lecturers' work performance in Tarbiyah major of STAIN Surakarta and STAIN Salatiga" writter interesting ate this problems because the management in STAIN optimum yet. The research employed a qualitative method. Based on the result of the research, it is concluded that the findings of the research are as follows : (1) vision is used as the guidance of all personels in accomplishing their tasks and as the general description of various expectations that are desired in the future. While mission describes what service or product, objectives, strategies, and aspiration are desired in the future. (2) the indicators of the achievement of the vision and mission have been adjusted to the condition in the organization. (3) the superior program in Tarbiyah major of STAIN Surakarta and STAIN Salatiga is Islamic Religion Education. (4) the strategies used in promoting the superior program of the improvement of lecturers' work performance are : the improvement of human resource, facilities and infrastructure, Islamic aqidah and its implementation as well as life skill. The improvement of lecturers' work performance of STAIN is not free from the context of reward system on profession occupation and the development of lecturers' career. The parameter used as the measurement is focused on personal competence components (personal competencies and social competencies ). (5) the work performance management refers to the policy, the planning of lecturers work performance and the improvement of quality in STAIN. (6) the implementation of the improvement of lecturers' work performance in STAIN is influenced by the following factors : a) the professional capabilities of lecturers, b) the condusive organization and the culture of quality improvement. (7) the management model of the improvement of lecturers' work performance through "the spiritual motivation in the learning organization " is based on the assumption and factual condition in STAIN. The model that the writer proposes contains hypothetical thinking and is expected to be effective, efficient, and productive. Thus improving the work performance and their quality of education as well as accountability in STAIN. The recommendations proposed to the head of STAIN, lecturers' and education beaurocrate are : (1) the head of STAIN should be consistent, committed, optimal in implementing the management of lecturers' work performance. (2) manage the potency of lecturers' human resource in line with the characteristic of STAIN. (3) formulate and arrange the work standard of lecturers'. (4) carry out the measurement and evaluation of lecturers' work performance. (5) the program of the improvement of lecturers' work performance is supposed to be conducted comprehensively, continually, and collaboratively. (6) carry out the improvement of the quality culture of the teaching learning process in STAIN and help lecturers' improve their education qualification through scholarship program.