Mohammad Fahmi Sepudin, Dela Silmi Karmila, Hasyim Asy'ari, Armai Arief

Model Perencanaan SDM Untuk Peningkatan Program Tahsin Al Qur’an Di SMPIT Al Itqon

Introduction

Model perencanaan sdm untuk peningkatan program tahsin al qur’an di smpit al itqon . Temukan model perencanaan SDM efektif untuk meningkatkan program Tahsin Al-Qur'an di SMPIT Al Itqon. Pelajari strategi rekrutmen, pelatihan, dan retensi guru untuk pendidikan Islam terpadu.

Abstract

Penelitian ini bertujuan untuk merumuskan model perencanaan sumber daya manusia (SDM) dalam program tahsin Al-Qur’an di SMPIT Al Itqon sebagai upaya meningkatkan kualitas pendidikan Al-Qur’an di lembaga Islam terpadu. Program tahsin menjadi instrumen utama dalam membentuk generasi Qurani melalui pembelajaran baca tulis Al-Qur’an yang baik dan benar sesuai kaidah tajwid. Penelitian ini menggunakan pendekatan kualitatif deskriptif dengan teknik pengumpulan data melalui wawancara, observasi, dan dokumentasi. Hasil penelitian menunjukkan bahwa SMPIT Al Itqon menerapkan kombinasi tiga model perencanaan SDM: strategis, taktis-operasional, dan berbasis permintaan penawaran. Namun, pendekatan strategis lebih dominan, ditunjukkan melalui penetapan tujuan jangka panjang, seleksi ketat guru tahsin, pembentukan forum Majelis Mu’allimil Qur’an (MMK), serta pelatihan dan evaluasi berkelanjutan. Tantangan utama meliputi keterbatasan guru berkualifikasi dan kendala retensi akibat keterbatasan insentif. Strategi yang diterapkan termasuk rekrutmen berbasis pesantren, pelatihan internal, serta penjadwalan fleksibel. Temuan ini menegaskan bahwa perencanaan SDM yang sistematis, berbasis data, dan kontekstual menjadi kunci keberhasilan program tahsin Al-Qur’an, dan dapat dijadikan model pengembangan program sejenis di lembaga pendidikan Islam lainnya. Kata Kunci: Perencanaan SDM, tahsin Al-Qur’an, pendidikan Islam terpadu, strategi manajemen, SMPIT Al Itqon 

Review

This paper, "Model Perencanaan SDM Untuk Peningkatan Program Tahsin Al Qur’an Di SMPIT Al Itqon," addresses a highly relevant topic within Islamic integrated education: the strategic planning of human resources to enhance the quality of Tahsin Al-Qur’an programs. The study aims to formulate an HR planning model specifically tailored for this purpose at SMPIT Al Itqon. Utilizing a descriptive qualitative approach with data collected through interviews, observation, and documentation, the research offers valuable insights into how a systematic HR framework can contribute to forming a "Qurani generation." The premise that robust HR planning is central to achieving high-quality Al-Qur'an education is compelling and timely, making this a pertinent contribution to the field of educational management in religious institutions. The findings reveal a nuanced application of HR planning models at SMPIT Al Itqon, integrating strategic, tactical-operational, and demand-supply based approaches, with a clear emphasis on strategic planning. This is demonstrated through rigorous teacher selection, the establishment of the Majelis Mu’allimil Qur’an (MMK) forum, and continuous training and evaluation—all geared towards long-term objectives. The paper effectively highlights practical strategies such as pesantren-based recruitment, internal training initiatives, and flexible scheduling as responses to challenges like limited qualified educators and retention issues stemming from insufficient incentives. These detailed insights provide a practical blueprint, showcasing how contextualized HR management can directly impact the success and quality of religious educational programs. While the research successfully outlines an effective HR planning model, it also candidly identifies crucial challenges, particularly the scarcity of qualified Tahsin teachers and retention difficulties due to incentive limitations. These findings underscore areas where further development or external support might be necessary for broader implementation or long-term sustainability. The conclusion, emphasizing that systematic, data-driven, and contextual HR planning is vital for the success of Tahsin Al-Qur’an programs, serves as a strong recommendation. This model holds significant promise as a transferable framework for similar program development in other Islamic educational institutions, though future research could explore the effectiveness of various incentive structures or the scalability of the model in diverse institutional contexts to further strengthen its practical application.

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