Manajemen Sumber Daya Pendidik dan Tenaga Kependidikan Di SD Kristen Kalam Kudus Surakarta

The objective of this study is to describe the management of educator resources and education personnel at the Kalam Kudus Surakarta Christian Primary School starting from (1) HR planning, (2) recruitment, (3) empowering educators and education personnel, (4) developing educators and education staff, (5) ) awarding compensation (6) evaluating the performance of educators and education personnel. This type of research is descriptive qualitative. The subject of the research was the head of the Kabag. Research and Development Foundation human resources, principal and head of administration. Data collection techniques using in-depth interviews, observation and documentation. Data processing techniques namely data collection, data reduction, data presentation and drawing conclusions. Testing the validity of the data with triangulation techniques. The results of the study are 1. In the planning, philosophy, vision and mission of the Kalam Kudus Christian Elementary School is the vision and mission of the Kalam Kudus Christian Foundation, have identified the school's objectives by looking at the school's philosophy, vision and mission, in determining the initial information and data on the situation of educators and education personnel come from real conditions according to conditions in the field reported in dapodik, have alternative options to achieve goals only not officially written in school documents, material resources and HR needs in Kalam Kudus Christian Elementary School can be known through analysis of HR needs conducted at meetings coordination between the Principal and the field which is subsequently reported to the board of the Foundation, in identifying obstacles in achieving the goals by optimizing routine coordination meetings every week, has carried out an evaluation step on the plan that has been prepared by exposing it to all school members. 2. Recruitment, has done a fairly good analysis of HR needs through job analysis on the basis of the workload and performance of educators and education personnel, has a policy regarding the recruitment of prospective educators or new education personnel, the roles and responsibilities of recruitment are carried out by many parties namely the Foundation board, Principal and senior teacher through a clear stage and division of tasks, have applied two sources of HR candidates, namely from within and from outside. 3. Empowerment, has empowered educators through the provision of roles and responsibilities in activities and training, schools provide special services to educators including guaranteeing the fulfillment of the rights as employees listed in the general rules of staffing and also ease in career development, increasing the satisfaction of educators' human resources and education staff by giving rights to each educator and education staff proportionally and on time as well as respecting the achievements of the teacher. 4. Development, 21 educators out of 35 have had educator certificates and 15 of them have passed the equalization or inpassing program, have conducted supervision even though there is no specific schedule (incidental), the school MGMP forum has been running in a structured manner, periodically arranging training and conditionally send educators in workshops related to education. 5. Compensation, has provided compensation that can affect work choices, satisfaction, attendance and work productivity of educators and education personnel, labor rules can change as needed but changes cannot be predicted, changes in the payroll system have been adjusted to changes in staffing rules that pay attention to organizational development and its environment. 6. Evaluation, has conducted periodic work audits on both old and new human resources, where the assessment is carried out by direct superiors, has controlled the quality of educators and education human resources through personal coaching (retreats) in order to meet the quality standards of existing educators, has implemented an evaluation In each school program, evaluation training has been carried out for evaluators who have used evaluation results for purposes such as identifying the needs of educators and transferring structural positions or layoffs, educators have been actively involved in the evaluation process. Keywords: management, educator resources and education personne