ANALISIS KETERIKATAN, RETENSI DAN SISTEM KARIR SUMBER DAYA MANUSIA PADA LEMBAGA PENDIDIKAN ISLAM (STUDI KASUS MAN 3 KOTA PAYAKUMBUH)

Abstrak

Penelitian ini dilaksanakan untuk menganalisis dan memberikan gambaran mendalam tentang sejauh mana keterikatan, retensi dan sistem karir SDM di MAN 3 Kota Payakumbuh. Penelitian ini menggunakan pendekatan kuantitatif deskriptif untuk menganalisis keterikatan, retensi dan sistem karir SDM tersebut. Populasi penelitian mencakup seluruh pegawai madrasah yang terdiri dari guru dan tenaga kependidikan, dengan sampel dipilih secara acak untuk representativitas. Data dikumpulkan melalui kuesioner terstruktur yang mengeksplorasi komitmen mereka terhadap visi dan misi lembaga, kepuasan kerja dan kehidupan di lembaga, keterikatan emosional terhadap lembaga, keterikatan normatif dan sosial, kepuasan terhadap lingkungan kerja, rencana memilih untuk tetap bertahan di lembaga, motivasi dan komitmen pribadi, kepuasan terhadap lingkungan kerja, persepsi terhadap komitmen lembaga, peluang pengembangan karir dan  profesional, dan keadilan dan transparansi sistem karir. Hasil penelitian menunjukkan keterikatan SDM dengan lemabaga sangat baik, retensi tergolong baik dan sistem karir tergolong cukup baik.

This research was conducted to analyze and provide an in-depth picture of the extent of attachment, retention and HR career systems at MAN 3 Payakumbuh City. This research uses a descriptive quantitative approach to analyze the attachment, retention and career system of these human resources. The study population included all madrasah employees consisting of teachers and education personnel, with a sample randomly selected for representativeness. Data were collected through a structured questionnaire that explored their commitment to the institution's vision and mission, job and life satisfaction at the institution, emotional attachment to the institution, normative and social attachment, satisfaction with the work environment, plans to stay at the institution, personal motivation and commitment, satisfaction with the work environment, perceptions of institutional commitment, career and professional development opportunities, and fairness and transparency of the career system. The results showed that HR's attachment to the institution was very good, retention was good and the career system was quite good.