Pelatihan Pendidik dan Tenaga Kependidikan dalam Menyongsong Perubahan Sistem Pendidikan

Oleh Selvia Aprilia

(Mahasiswa MPI-I E Pascasarjana UIN Sunan Gunung Djati Bandung)

Dalam dunia pendidikan saat ini, peningkatan kompetensi pendidik dan tenaga kependidikan menjadi kebutuhan yang tak bisa ditunda. Fenomena rendahnya mutu pendidikan sering kali berakar dari lemahnya kapasitas profesional guru dan tenaga kependidikan yang belum sepenuhnya siap menghadapi dinamika zaman. Asumsi dasar dari kondisi ini adalah bahwa peningkatan kualitas pendidikan tidak mungkin tercapai tanpa peningkatan kualitas sumber daya manusianya. Oleh karena itu, pendidikan dan pelatihan (diklat) menjadi strategi utama untuk mencetak aparatur pendidikan yang kompeten, inovatif, dan berintegritas tinggi.

Kesatu, Konsep dasar pendidikan dan pelatihan pendidik serta tenaga kependidikan merupakan proses sistematis untuk mengembangkan kemampuan intelektual, keterampilan, dan sikap profesional. Pendidikan menekankan pada perluasan pengetahuan dan pembentukan karakter, sedangkan pelatihan berfokus pada peningkatan keterampilan praktis yang menunjang kinerja di lapangan. Melalui diklat, pendidik tidak hanya belajar teori, tetapi juga mengasah kemampuan teknis dan konseptual agar mampu beradaptasi dengan perkembangan ilmu pengetahuan, teknologi, serta kebutuhan masyarakat.

Kedua,Dalam pelaksanaannya, diklat berpijak pada prinsip-prinsip dasar seperti kesinambungan, relevansi, dan partisipasi aktif peserta. Setiap individu memiliki potensi untuk belajar dan berkembang sepanjang hayat. Pelatihan yang efektif menekankan keterlibatan aktif peserta, variasi metode belajar, serta relevansi materi dengan tugas nyata yang dihadapi. Dengan prinsip ini, diklat menjadi sarana penyempurnaan profesionalisme, pembentukan etos kerja, sekaligus wahana promosi karier bagi pendidik yang berprestasi.

Ketiga, Dari sisi kebijakan, penyelenggaraan diklat didasari oleh landasan hukum yang kuat seperti Undang-Undang Nomor 5 Tahun 2014 tentang ASN dan PP Nomor 101 Tahun 2000 tentang Pendidikan dan Pelatihan Jabatan PNS. Kedua regulasi ini menegaskan hak setiap aparatur untuk mengembangkan kompetensi teknis, manajerial, dan sosial-kultural melalui program pendidikan dan pelatihan. Dengan kebijakan ini, pemerintah berharap terbentuk sosok pendidik profesional yang tidak hanya cakap mengajar, tetapi juga memiliki nilai-nilai etika, pelayanan publik, dan semangat pengabdian tinggi.

Keempat, Manajemen diklat bagi pendidik dan tenaga kependidikan harus dikelola secara profesional, mulai dari tahap perencanaan kebutuhan, pelaksanaan, hingga evaluasi hasil. Manajemen yang baik menjamin efektivitas pelatihan, relevansi materi, serta peningkatan kompetensi peserta secara terukur. Melalui manajemen diklat yang terstruktur, lembaga pendidikan mampu menciptakan sumber daya manusia yang unggul, adaptif, dan siap menjawab tantangan global pendidikan masa depan.

Teaching Material Link :

https://digilib.uinsgd.ac.id/96098/1/Bahan%20Ajar-MSDMP%20Segan%20TA%20%202024-2025%20%281%29.pdf

CURICULUM VITAE

Selvia Aprilia Lahir di Bandung, tanggal 7 April 2002. 

Merupakan anak ketiga dari tiga bersaudara pasangan Bapak Ahmad Safari dengan Ibu Laesari. Alamat tempat Tinggal: Taman Cileunyi Blok Z3 No 6A Rt 02 Rw 022 Rt 02 Rw 022 Kec. Cileunyi kulon, Kabupaten Bandung, Jawa Barat 40624

Email: [email protected] 

Pendidikan: Sekolah Dasar di SDN Mekarsari, tahun lulus 2014. SMPN 2 Cileunyi tahun lulus 2017.  MAN 2 Kota Bandung, tahun lulus 2020, Kuliah S1 di UIN Sunan Gunung Djati Bandung Jurusan Pendidikan Guru Madrasah Ibtidaiyah (PGMI) lulus tahun 2024 dan sekarang Melanjutkan kuliah S2  di Program Pascasarjana UIN Sunan Gunung Djati Bandung Jurusan Manajemen Pendidikan Islam

Motivasi masuk ke Pascasarjana UIN Sunan Gunung Djati Bandung Jurusan MPI: ingin melanjutkan jenjang pendidikan ke yang lebih tinggi, saya ingin memperdalam pengetahuan dan keterampilan dalam mengelola lembaga pendidikan secara profesional dengan tetap berlandaskan pada nilai-nilai islami.

Motto: “it will pass”.

Here’s the English translation of your text:

Improving the Performance of Educators and Education Personnel Through a Collaborative Learning Approach
Selvia Aprilia / Student of MPI-I E
Postgraduate Program, UIN Sunan Gunung Djati Bandung

The phenomenon occurring in the world of education shows that many educators and education personnel have not yet received optimal opportunities for career development due to systems that are not yet based on competence and performance. The assumption is that if career development is managed professionally and sustainably, the motivation, competence, and performance of educators will increase. However, the main problems lie in weak career planning, limited budgets, and inconsistent policies. Therefore, well-planned, fair, and competence-based career development is essential to create professional and competitive human resources in education, in accordance with Law No. 14 of 2005 and Law No. 20 of 2003.

First, career development is a continuous process that provides opportunities for educators and education personnel to develop their potential, interests, and abilities in accordance with the needs of educational institutions. A career is not only understood as a promotion in position but also as a professional journey that reflects the growth of competence and dedication to one’s duties. In the context of Islamic education, career development also has a spiritual dimension, where work and achievement are regarded as forms of worship and responsibility as a khalifah (vicegerent) on earth. Thus, career development plays an important role in achieving a balance between professionalism and religiosity in education.

Second, the basic principles of career development emphasize fairness, transparency, and respect for individual abilities. Every educator has the right to equal opportunities to develop themselves based on competence and performance. Government policies such as Law No. 20 of 2003 on the National Education System and Law No. 14 of 2005 on Teachers and Lecturers form the foundation for implementing career development programs. Through these policies, teachers and education personnel are directed to possess adequate academic qualifications, professional certification, and pedagogical and social competencies. Career development programs also include training, certification, promotion, and welfare improvement as forms of appreciation for educators’ performance.

Third, career development consists of three main dimensions: educational background, training, and work experience. Formal education provides the theoretical foundation necessary for understanding professional duties, while training serves to enhance technical and functional skills in performing tasks. In addition, work experience is a vital factor that enriches insight and ability in dealing with various challenges within educational environments. These three dimensions are interconnected and form a complete competency profile that determines one’s readiness to take on higher positions and responsibilities in educational institutions.

Fourth, career development management involves systematic planning, implementation, and evaluation to ensure that each educator has a clear career path. Career planning is carried out through job requirement mapping, performance assessment, and identification of individual potential. Educational institutions need to create systems that enable teachers to plan their careers independently with institutional support. The implementation of career management includes guidance, training, promotion, and job rotation based on needs and employee capabilities. Evaluation is conducted to ensure program effectiveness and adjust development strategies in response to changing policies and educational challenges. With good career management, it is expected that professional, ethical, and quality-oriented educators will be developed to enhance the overall quality of education.

Would you like me to refine this translation into a more academic journal style (formal English, ready for publication) or keep it general and readable (for online articles or essays)?