MANAGEMENT OF EDUCATOR AND EDUCATION STAFF HUMAN RESOURCES IN SMK BINA SEJAHTERA 4 VOCATIONAL SCHOOL BOGOR

This study aims to determine the management of human resources, especially educators and education staff in vocational high schools. The object of this research is SMK Bina Sejahtera 4 Bogor City. The focus of this research is laid out into several sub-focus research problems such as; (1) The system for recruiting human resources for teachers and education personnel, (2) The system for developing and enhancing the competence of human resources for educators and educational personnel, (3) Barriers and solutions for HR development. This research method uses qualitative methods with data collection through observation, interviews, and documentation study. The main informant of this research is the principal, and the supporting informants are teachers and staff. The data analysis technique used by the author is triangulation which includes triangulation of data, methods, and sources. The research results include; (1) The recruitment system for teachers and education staff is already running well, (2) The HR development system for teachers and education staff is quite good and by their professionalism, (3) There are still a few obstacles in developing HR competencies, especially the limited cost of education. As an alternative solution made by the principal of SMK Bina Sejahtera 4 is involving teachers in various training activities such as; subject teacher deliberation (MGMP), principal work deliberation (MKK), and training activities organized by the Bogor City Education Office.


INTRODUCTION
In this millennial era, human resource management is one of the knowledge that everyone needs to learn and practice, especially in an organization, whether it is organizations engaged in services, business, social, or non-profit institutions such as course, schools, and universities.
In this millennial era, human resource management is one of the knowledge that everyone needs to learn and practice especially in an organization whether it is organizations engaged in services, business, social, or non-profit institutions such as course, schools, and universities.
The most important thing in advancing schools in human resources management is the teaching staff. By having educators who are competent in their fields they will be able to make very useful contributions to the sustainability/progress of a school (Suparto, 2016: 276).
Human resources are the most important element because humans are the subject of running the organization. Humane treatment is needed. The activities related to HR management start from recruitment, which consists of evaluating the condition of the workforce, distributing job advertisements, testing, placement, orientation, specifications, payroll systems, training, awarding, and promotion (Fuad Gani & Budiantoro, 2016: 35).
Leadership needs to be considered in HR management because a leader is a factor that can determine the course of an organization to achieve its goals. Whatever a person's leadership style, the position is expected to direct workers to carry out their duties in mutually agreed ways. He is also the ultimate decision-maker or mediates in a conflict Also, the complexity of work in this globalization era increasingly requires workers to have skills in using computers and also the sensitivity of workers in the surrounding environment. This sensitivity needs to be familiarized with each individual as part of a modern way of thinking, to be more adaptive and responsive to change.
An employee has a meaningful contribution value to the institution if his presence is required, has significant benefits to the productivity of the institution, and his activities are in the chain of the integrity of the institutional system. The success rate of human resource management in an institution can be assessed from its accuracy in carrying out human resource management functions. The benefit of an employee must be seen from the interests and meaning for himself, the productivity of the institution, and the parties who get the services of the institution. Based on these problems the main purpose of writing this article is to describe the results of research on the management of human resources for educators and education staff at SMK Bina Sejahtera 4 Bogor.

HR Recruitment
According to Veithzal Rivai, recruitment is a process of determining and attracting applicants who can work in a company/organization. This process begins when applicants are searched for and ends when applications are submitted/submitted. The result is a group of applicants for prospective employees/new workers to be selected (Veithzal Rivai, 2006: 158). Agreeing with Rivai, Muslimah said that labour recruitment is needed to screen applicants who want to apply. In an organization, this recruitment is an important process in determining whether or not applicants will apply to the organization (Muslimah, 2019: 32).
To have qualified teachers depends on the quality of the recruitment process. The better the process, the more likely it is that individuals who meet the qualifications expected by the school will be found. The recruitment of educational personnel is an activity to meet the needs of educational personnel at educational institutions, both in number and in quality, for recruitment activities are needed (Rohmatun Lukluk Isnaini, 2015: 111).
One way to find qualified human resources is through a recruitment system. Talking about the recruitment system is very interesting to observe. The recruitment system applied by each organization, both public and private, is different from one another. Recruitment is the process of seeking, finding, and attracting applicants to be employed in an organization.
Recruitment is essentially a process of determining and attracting capable applicants to work in a company. This process begins when applicants are sought and ends when applications are submitted. The result is a group of applicants for new employee candidates to be selected. To obtain qualified human resources and insufficient numbers, a recruitment system is needed that can be used in the withdrawal process. For organizational effectiveness and efficiency to be realized, a proper recruitment process based on careful planning is required.
According to Kholidah, there are two objectives in recruitment activities, namely; First, schools/madrasahs have a great opportunity in determining the choice of prospective educators who meet qualification standards. From a series of recruitment activities that are carried out, it can find and attract applicants to demonstrate the abilities and knowledge that applicants have by what is expected that the recruitment organizing madrasah is in line with the provisions that have been identified. Schools/Madrasahs can determine the qualifications of prospective applicants according to the wishes of the madrasah which are determined through recruitment planning. Thus, madrasahs can find prospective applicants who meet the qualifications of teaching staff needed by schools/madrasahs through the recruitment process. Second, schools/madrasahs will find prospective educators of the highest and the best quality (Zakiyah Kholidah, 2018: 239). Another opinion suggests, the high and low quality of education is largely influenced by the quality of the learning process carried out by the teacher because the teacher directly provides guidance and assistance to students to achieve educational goals (Rokhmaniyah, 2017: 74).
Thus, seeing the importance of the quality of teaching staff and education staff in achieving the success of educational goals, educational institutions are very dependent on the recruitment process carried out by these educational institutions.

HR Competency Development
Schools in achieving their goals are often faced with obstacles in the form of the low quality of the teacher works, which are indicated by several schools where the number of teachers` teaching is very small (does not match with the real number of teaching hours), effectiveness, efficiency, and education standardization that are still not optimized, 2019: 174).
Educators (teachers) are a key element in the education system, especially in schools (Ministry of National Education, 2008). This is because teachers are the central point in renewing and improving the quality of education, in other words, one of the important requirements for the realization of qualified education is if its implementation is carried out by educators whose professionalism can be relied on (Krismiyati, 2017: 45).  So, HRM can also be an activity of planning, procuring, developing, maintaining, and using HR to achieve goals both individually and in an organization. Even though the objects are both human, in essence, there are essential differences between human resource management and labour management or personnel management. In the personnel management, there is an understanding that personnel or employees are only considered as one of the production factors where the energy must be used productively for the achievement of institutional goals, while in the term of HRM, it implies that HR or employees in that institution are assets (wealth, valuable property) which must be cared for, and their needs met properly. In HRM, employees are essentially determined, not only as an object of achieving organizational goals but also considered as a subject whose role is to determine whether or not the institutional goals are achieved.
Human resource management (HRM) is part of organizational management that focuses on the element of human resources. Human resource management must manage the human element properly to find a workforce who is satisfied with their work. According to Umar

METHODS
This study aims to determine the management of human resources, especially teachers and education staff at SMK Bina Sejahtera 4 Bogor and its obstacles. The method used in this research is a qualitative method, which is a research and understanding process based on a methodology that investigates social phenomena, events, natural behaviour of people being observed and produces descriptive data in the form of written or spoken words of the people. In this approach, the researcher creates a complex and comprehensive picture, examines words, provides a detailed report of the informant's viewpoint, and conducts studies on natural situations (Creswell, 1998: 15). According to Moleong, qualitative research is to understand the phenomena experienced by research subjects holistically by describing them in the form of words and language, in a special natural context by utilizing various scientific methods (Moleong, 2017). Qualitative research with a natural approach emphasizes the researcher as a key instrument in which the researcher reveals the conditions experienced during research in real and natural. The data collection was carried out by triangulation (combined) while the data analysis was inductive. And the results of the study emphasized to meaning (Sugiyono, 2013: 8).
The research period has been conducted from July to December 2020. The research preparation included; Initial observation of the research location and collecting data/information related to the focus of the problem under study, then looking for concepts related to research problems through literature study. The research procedure includes; (1) data collection through site visits (grand tour observation) to get an overview of the research context, (2) interviews with key and supporting informants, (3) processing data from research results and analysis through data triangulation, accountability, and acceptability, (4) analysing findings and discussion, (5) concluding research results and publishing them to the public.

HR Candidate Recruitment and Selection System
Based on the results of observations and interviews show that the recruitment system of employees at SMK Bina Sejahtera 4 is carried out in two ways; (1) internal institutions, Singodimedjo (2000), said that recruitment is a process of finding, finding, and attracting applicants to be employed in an organization. The process of recruiting human resources should not be neglected, this is to prevent a mismatch between what is desired and what is obtained. It means that the organization does not get the right employees, in terms of both quality and quantity. If it does not happen as expected by the organization, it will fail. To obtain high-quality human resources and the appropriate amount, a recruitment method is needed that can be used in the withdrawal process based on really mature planning.
The following elements must be planned and structured before starting the recruitment process, some elements in question are (1)  have passed the probation period and is accepted as a permanent employee the HR department will provide a letter of appointment. Employee tenure is calculated from the first day of probation, (5) Employee placement is adjusted to job needs/formation by taking into account the linearity of education, competence, and expertise of prospective employees.

Competency Development of Human Resources for Educators and Education Personnel
Based on the results of interviews with key informants, the development of educators' competence at SMK Bina Sejahtera 4 vocational school Bogor is carried out in several ways, including; (1) organizing in-house training (IHT) activities, (2) collaborating with the business world and the industrial world (DUDI), (3) organizing training/PKB organized by Bogor City Education Office, (4) organizing/involving teachers in various school activities, (5) providing financial assistance for further studies for employees with good performance.
This was done to prepare the management cadres even though the allocation was limited (Interview with NS-Principal of SMK Bina Sejahtera 4, 19-12-2020).
These findings are in Hasan Basri's opinion, who said that human resource development is a systematic and planned set of activities designed to facilitate employees with the skills needed to meet job demands, both now and into the future (Hasan Basri & Rusdiana, 2015: 14).
In this principle, human potential involves two aspects, namely the aspects of quantity and quality. The qualified aspect can be only achieved by developing human resources because human resources are the most influencing factor in life. The human ability to influence nature shows that the position of human resources is very central.
For this reason, human potential needs to be developed through the process of developing human resources in the context of the realization of a complete human being or a quality human being by the nature and goals of Indonesia's national development. One of the goals that need to be built is the resource that comes from humans, and the humans who have that resources must be empowered and developed According to Soekidjo Notoatmodjo (1999), as quoted by Hasan Basri, human resource development is the process of planning, training, and managing personnel or employee's education to achieve optimum results. This result can be in the form of services, objects, or money. with an analysis of current HR competencies, then compare them with needs.
For the progress of an organization, human resource development is so important for a leader. As Hasibuan's opinion states that HR development has the following objectives, namely; (1) Increasing work productivity, (2) Increasing efficiency, (3) Reducing damage, (4) Reducing employee accident rates, (5) Improving better service, (6) Employee morale is better, (7) The opportunity to improve employee careers is greater, (8) Technical skills, human skills, and managerial skills are getting better, (9) Leadership of a manager will be better, (10) Remuneration increases because greater job potential, (11) Providing better benefits for the consumer community because they will get better quality goods or services (Hasibuan, 2003: 70-72).
Based on the results of observations and interviews, the leadership of SMK Bina Sejahtera 4 vocational school Bogor has made and established regulations regarding the importance of human resource development in both teacher and educational staff formation based on aspects of self-potential, capabilities and needs of the foundation, while internal employees are prioritized to fill vacancies. However, Vocational School leaders can recruit employees from outside the foundation. Career development at SMK Bina Sejahtera is a shift from one position to another structurally higher level by the compensation and benefits policy at the foundation. The criteria considered in assessing HR candidates who will fill a position at least include; educational linearity, skills/expertise, level of maturity, competence, work experience, and other criteria deemed necessary by the foundation.
Education and training in human resource development have at least two main dimensions, namely the personal dimension and the organizational dimension. Both must be developed in a precise, simultaneous, and sustainable manner. In this way, the company can become a learning organization and grow and develop because it is supported by employees The findings above are in line with Salahuddin's opinion who said that "Educational programs to improve the quality of human resources are very important because there are many problems in government institutions, social institutions, and various activities in a society which effectiveness depends on the quality of human resources, both in intellectual ability and moral integrity as his responsibilities". (Salahuddin, et al, 2000: 2). Likewise, the opinion of Makbullah says that improving the quality of education is a more effective and efficient work process followed by competent human resources with high loyalty and fighting power, of course, it will result in an increased performance which leads to customer satisfaction (Deden Makbullah, 2011: 4). year one of the alumni of SMK Bina Sejahtera 4 is accepted to work in Japan.

Barriers to Competency Development of Human Resources for Educators and Education Personnel
Based

CONCLUSIONS
Based on the research findings and discussion regarding the management of human resources for educators and education staff at SMK Bina Sejahtera 4 Bogor, it can be concluded as follows; First; the recruitment system of human resources for teachers and education staff is already running well. However, there are still several things that need to be considered, including the need for selective and precise recruitment in recruiting employees, in staff assignments that are adjusted to their respective fields, and in HR procurement or restructuring for vacant positions. Regarding this, SMK Bina Sejahtera 4 vocational school Bogor still needs to recruit teachers and education staff according to their qualifications by paying attention to the qualifications and backgrounds of prospective employees to adjust the job field in which they will be placed.
Second; The human resource development system for Teachers and Education staff is quite good and according to their professionalism, but for the career advancement of employees (teachers and education personnel), attention and support from the leadership are still needed, for example through assistance for further study fees, being involved in various training, workshops, and seminars. The workshops here is intended so that the planning and development of human resources at SMK Bina Sejahtera 4 vocational school Bogor can reach the progress as the vision and mission set by the institution.