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All Journal Jurnal INSANIA Dialogia: Jurnal Studi Islam dan Sosial Forum Tarbiyah JURNAL MANAJEMEN PENDIDIKAN The International Journal of Education Management and Sociology Eduvest - Journal of Universal Studies Jurnal Internasional

Muh. Hizbul Muflihin

STAIN Purwokerto

Author-ID : 322879

Religion Aerospace Engineering Humanities Computer Science & IT Education Health Professions Languange, Linguistic, Communication & Media Mathematics Neuroscience Physics Social Sciences Other

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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

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 levelâ€”headmaster, vice, teacher or other officialâ€”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

itâ€™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.

Co-Authors Fauzi Fauzi Fuadi, Aziz Khatin, Lilih Solih Musolin, Muhlil Syahriyah, Eri Ulum, Iftah Bahrol Ulum

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