<![CDATA[This descriptive qualitative research with a phenomenological approach aims to examine the role of human resource management (HR) in shaping teacher professionalism at SMP IT Al-Fityan Gowa. Data were collected through interviews with the principal, vice principal of curriculum, and teachers, as well as through observation and documentation. Primary and secondary data were analyzed through reduction, presentation, and drawing conclusions. The results of the study indicate that HR management at SMP IT Al-Fityan Gowa plays an important role in shaping teacher professionalism through several stages: (1) HR planning through needs analysis and job analysis to ensure professional standards are met. (2) Recruitment based on requirements and qualifications according to the law. (3) Selection through knowledge tests, foreign languages, the Qur'an, interviews, and work contracts. (4) Orientation and placement with a trial system and adjustment to the scientific field. (5) External, internal, and independent training and development to improve competence. (6) Performance assessment through teacher competency tests, the results of which are presented in the form of report cards. The implications of this study emphasize the importance of school stakeholder consistency in shaping teacher professionalism, encouraging teachers to continue to improve their competence, and the contribution of the academic community in Islamic education management. ABSTRAKPenelitian kualitatif deskriptif dengan pendekatan fenomenologi ini bertujuan untuk mengkaji peran manajemen sumber daya manusia (SDM) dalam membentuk profesionalisme guru di SMP IT Al-Fityan Gowa. Data dikumpulkan melalui wawancara dengan kepala sekolah, wakil kepala sekolah kurikulum, dan guru, serta melalui observasi dan dokumentasi. Data primer dan sekunder dianalisis melalui reduksi, penyajian, dan penarikan kesimpulan. Hasil penelitian menunjukkan bahwa manajemen SDM di SMP IT Al-Fityan Gowa berperan penting dalam membentuk profesionalisme guru melalui beberapa tahapan: (1) Perencanaan SDM melalui analisis kebutuhan dan analisis pekerjaan untuk memastikan standar profesional terpenuhi. (2) Rekrutmen berdasarkan persyaratan dan kualifikasi sesuai undang-undang. (3) Seleksi melalui tes pengetahuan, bahasa asing, Al-Qur'an, wawancara, dan kontrak kerja. (4) Orientasi dan penempatan dengan sistem uji coba dan penyesuaian dengan bidang keilmuan. (5) Pelatihan dan pengembangan eksternal, internal, dan mandiri untuk meningkatkan kompetensi. (6) Penilaian kinerja melalui uji kompetensi guru yang hasilnya disampaikan dalam bentuk rapor. Implikasi penelitian ini menekankan pentingnya konsistensi stakeholder sekolah dalam membentuk profesionalisme guru, mendorong guru untuk terus meningkatkan kompetensi, serta kontribusi civitas akademika dalam manajemen pendidikan Islam.]]>
