The Development Model of Human Resources at Islamic Universities in Aceh

Danial Danial; Nur Sari Dewi; Kafrawi Kafrawi

doi:10.26811/peuradeun.v9i1.450

Authors

Danial Danial Institut Agama Islam Negeri Lhokseumawe, Indonesia Author
Nur Sari Dewi Institut Agama Islam Negeri Lhokseumawe, Indonesia Author
Kafrawi Kafrawi Institut Agama Islam Negeri Lhokseumawe, Indonesia Author

DOI:

https://doi.org/10.26811/peuradeun.v9i1.450

Keywords:

HRD Model, Factors, Aspects, Methods, Islamic Universities

Abstract

This study aimed to explain the development of the Human Resources model at IAIN Lhokseumawe in particular and Islamic Universities in general. The results showed that Human Resource Development at IAIN Lhokseumawe had focused on factors of trust, emotional ties, power relations, and career cycles. However, it had no discipline, did not have a platform that was designed and integrated, did not utilize the spirit of religion and culture as strong energy for the development of human resources. Therefore, IAIN Lhokseumawe is in a need of a comprehensive and futuristic human resource development model. This model was built based on HRD factors, HRD aspects, HRD methods, and HRD strategies/steps. HRD factors were emphasized on the platform designed, the work balance between employees, discipline, and the utilization of the potential of cultural plurality and Islamic spirit as an intrinsic power of human resource development. The development was carried out in an integrated and parallel way between individual development, career, organization, and performance management through flexible work arrangements, knowledge sharing, and the adoption of innovative technologies in a sustainable and strong leadership system.

References

Al-Kahtani NS and Khan NA. (2013). “Human Resource Development Practices in Telcom Sector in Saudi Arabia; An Empirical Presentation”, World Applied Science Journal, 28(11), 1567-1578.

Azmi, Ahmad. (2015).PengembanganKompetensi SDM untuk mencapai Career Ready Professional di Universitas Tanri Abeng. Jurnal Binus Bussiness Review, 6(2), 340.

Daniel, Thoman & Robert, Lloyd. (2018). “A Review of The Literature on Human Resource Development; Leveraging HR as Strategic Partner in The Hight Performance Organization”, Journal of International and Interdisciplinary Business Research, 5(9), 157-158.

Edmondson Amy C. & Francois-Jean. (2018). “Cross-Boundary Teaming for Innovation; Integrating Research on Team and Knowledge in Organization”.HRM Review Journal, 28, 347-360.

FGD (Focus Group Disecussion). (2018). Lhokseumawe: IAIN Lhokseumawe

Hafifuddin – Rector of IAIN Lhokseumawe (2019). Personal communication, November 25.

Huselied Mark A., (2015). “The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance”, Academic of Management Journal, 38(3), 635-672.

IAIN Lhokseumawe (2017). Employee-related Human Resources (HR) documents. Lhokseumawe: IAIN Lhokseumawe.

Ipe, Minu. (2003). “Sharing in Organizations; A Conceptual Framework”, in Human Resource Development Review, 2(4), 340.

Joko, N. H. (2005). Urgensi Pengembangan SDM Berbasis Kompetensi. Jurnal Administrasi Bisnis, 1(2), 51-58.

Kareem, Mohanad Ali. (2019). “The Impact of Human Resource Development on Organizational Effectiveness; AEmperical Study”. Journal of Management Dynamics in The Knowledge Economy, 7(1), 29-50.

Khan A. (2015). “An Empirical Analysis of HR Policies on The Performance of Employees in Banking Industry; A Case Study of State Bank of India”, International Journal of Multidisciplinary Research and Development, 2(2), 308-312.

Khasawneh, Sameer. (2011).“Human Capital Planning in Higher Education Institutions: A Strategic Human Resource Development in Jordan”. International Journal of Educational Management, 25(6), 534-544.

LPM IAIN Lhokseumawe (Quality Assurance Centre). (2018). Lhokseumawe: IAIN Lhokseumawe

Mehmood, Mehvish. (2017). “Impact of Human Resource Development (HRD) Practices on Employee’s Performance in Textile Industry”, International Journal of Academic Research and Development, 5(6), 970-973.

Muluk, S., & Habiburrahim, H. (2018). Higher Education Transformation: To what direction? (A Look at the transformation of Ar-Raniry State Islamic University). Jurnal Ilmiah Peuradeun, 6(3), 447-458. doi:10.26811/peuradeun.v6i3.286

Okoye P. V. C.,& Raymond A. E. (2013). “The Effect of Human Resources Development on Organizational Productivity”. International Journal of Academic Research in Business and Social Science, 3(10), 267.

Ranking Web of Universities retrieved from http://www.webometrics.info /en/Asia/indonesia%20, accessed on December 27, 2017.

Robert, N. Bellah. (1984). Tokugawa Religion; The Values of Pre-Industrial Japan, USA: Trust Center for Japanese Studies.

Sheehan, Maura. (2014). “Innovation and Human Resource Development”, European Journal of Training and Development, 38(1), 11.

Srikant, PB., (2019). “Developing Human Resource Competencies; AnEmperical Evidence”. Human Resource Development International Journal, 22(4), 343-363.

Surat Edaran Pengumuman Hasil Pemeringkatan PTKIN se-Indonesia Nomor 4914/DJ.I/PP.00.11/10/2017. (2017). [Circular Letter The Rating of PTKIN in Indonesia Number : 4914/DJ.I/PP.00.11/10/2017].

Ur-Rehman, Maha Aziz & Siddiqui, Ahmed Danish. (2020). “Relationship Between Flexible Working Arrangements and Job Satisfaction Mediated by Work-Life Balance; Evidence from Public Sector Universities’ Employees of Pakistan”. International of Human Resource Studies, 10(1), 104-123.

Weber, Max. (1992). The Protestant Ethic Spirit of Capitalism, London dan New York: Routledge.

Yuniarsih, Tjutju, and Sugiharto, Mochamad Dudih, (2016).“Human Resource Management Model to Create Superior Performance”, International Journal of Education, 9(1), 74-81.

Zarqan, Ince Ahmad and Sukarni S. (2017).“HRD in The Era of Technology; Technology’s Implementation for Innovative HRD”, Jurnal Manajemen Teori dan Penerapan, 10(3), 219.