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All Journal Jurnal INSANIA Forum Tarbiyah
Muh. Hizbul Muflihin
STAIN Purwokerto
Education Languange, Linguistic, Communication & Media

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KUALITAS DAN AKUNTABILITAS SUPERVISOR PENDIDIKAN Muflihin, Muh. Hizbul
Forum Tarbiyah Vol 7 No 1: Juni 2009
Publisher : IAIN Pekalongan

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Abstract

The advance of learning for the forthcoming years is beyond doubt indispensable as the consequence of life challenges and society demand in gratifying life need which is getting upsurge – that is being hassled on education. Education issue will absolutely occupies teachers as the ultimate tip in education manoeuvre at schools. Correlating to teachers’ main profession – that is teaching, hence education quality is prearranged as the responsibility of teachers. Nevertheless, their engagements are sometimes unfulfilled in anticipating the demand changes of learners or parents. These conditions are triggered by teachers’ lack of ability in tracking the massive development both in tecnology and information as well - which are getting more complex. At this juncture, the emergence of an educational supervisor is truly decisive in helping them enhancing the quality of teachers’ personality – both in administrative and educational division.
UPAYA MENINGKATKAN KOMPETENSI DOSEN Muflihin, Muh. Hizbul
Forum Tarbiyah Vol 9 No 1: Juni 2011
Publisher : IAIN Pekalongan

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Abstract: Lecturers are professionals with a primary task of carryingout the learning process. If lecturers can create and maintainrelationships between each other, both with managers, their fellow,students, and staff, based on the work environment and in the overallrelationship, it will create a comfortable working environment. As aprofessional position, lecturers should improve the knowledge,attitudes, and skills continuously. In addition the lecturer should respondto the challenges of social development, the professorship shouldalways be developed. Efforts to improve the competence of lecturerscan be done by always trying to be able to analyze the main tasksassociated with courses (curriculum) to be designed into thepreparation of good teaching, seminars / workshops, conduct researchand use it for improving the quality of learning, and always read thenewly published books. Competence of lecturer is not a fixed price,therefore the quality of lecturers competencies will be re-tested atany time, to ensure that the lecturers are still worthy to teach andperform other tasks.
Kepemimpinan Pendidikan: Tinjauan terhadap Teori Sifat dan Tingkah-laku Muflihin, Muh. Hizbul
INSANIA : Jurnal Pemikiran Alternatif Kependidikan Vol 13 No 1 (2008)
Publisher : Fakultas Tarbiyah dan Ilmu Keguruan IAIN Purwokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (2791.188 KB) | DOI: 10.24090/insania.v13i1.286

Abstract

The substance of education is learning activity. The key of education successfulness is correlation and interaction between teacher and headmaster as top level leader at school. The ability or competence of school leader (headmaster) to develop teacher spirit or other employee is depending on character and ways shown to them. Its mean that good manner and how to treat other team-member has significant effect to his success to implement leadership at school. Education leader, at every level—headmaster, vice, teacher or other official—must able to play role as EMASLIM; namely educator, manager, administrator, supervisor, leader, innovator, and motivator.
Penilaian Produktivitas Kerja Pegawai Muflihin, Muh. Hizbul
INSANIA : Jurnal Pemikiran Alternatif Kependidikan Vol 14 No 2 (2009)
Publisher : Fakultas Tarbiyah dan Ilmu Keguruan IAIN Purwokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (1419.861 KB) | DOI: 10.24090/insania.v14i2.336

Abstract

it’s an obligatory to measure individual performance at an organization. From that we will know whether task is conducted by individual, and whether result work productivity. This work productivity measuring is an effort to ensure employee or personal have do their task with certain standards. This evaluation result can be used as basis for reward or punishment. There are several methods to value employee performance, namely Checklist method and Behaviorally Anchored Rating Scale (BARS). Checklist method have simplicity on application, but prone to evaluator bias. Whereas BARS method is more adequate, because based on employee active participation, but not every performance domain can be valued with this method.
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