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Peran Manajemen Sumber Daya Manusia dalam Mewujudkan Lingkungan Kerja Islami Pitriani; Zainal Berlian; Baharudin
Didaktik : Jurnal Ilmiah PGSD STKIP Subang Vol. 12 No. 02 (2026): Volume 12 Nomor 02, Juni 2026 Published
Publisher : STKIP Subang

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In this study, we look at how human resource management (HRM) plays a role in creating and maintaining an Islamic work environment within contemporary organizations. An Islamic work environment is characterized by values like amanah (trustworthiness), ihsan (excellence), adl (justice), integrity, mutual respect, and accountability, all of which are based on Islamic ethical principles. The study highlights how HRM works, including recruitment and selection, training and development, performance appraisal, compensation management, and employee relations, and how they serve as strategic tools for embedding these values into the culture of the company. Organisasi dapat menarik orang-orang dengan keyakinan pribadi yang sesuai dengan nilai-nilai Islamic. Program pelatihan terus menerus meningkatkan kesadaran spiritual, keterampilan profesional, dan pilihan moral. Dengan partisipasi pemimpin dan komunikasi yang efektif, brotherhood (ukhuwah) dan tanggung jawab kolektif dipromosikan. Di sisi lain, sistem kompensasi yang adil dan evaluasi kinerja yang adil mencerminkan prinsip keadilan. Selain itu, HRM policies yang mendukung keseimbangan antara kerja dan kehidupan pribadi, kegiatan spiritual, dan perilaku moral membantu mewujudkan lingkungan kerja yang sehat dan harmonis. The article claims that adding Islamic principles to HRM practices increases employee commitment and job satisfaction. It also says that it improves organizational performance and sustainability in the long term. Dengan meletakkan HRM sebagai moral dan strategis driver, organisasi dapat membuat a productive work environment yang balances material achievement with spiritual growth. Ultimately, Islamic-based HRM encourages ethical behavior, strengthens organizational identity, and supports the development of high-quality human resources grounded in faith and professionalism.

Integrasi Aspek Spiritualitas dalam Pembinaan Karakter SDM: Suatu Telaah Literatur Indah Siti Nurhalizah; Zainal Berlian; Baharudin
Didaktik : Jurnal Ilmiah PGSD STKIP Subang Vol. 12 No. 02 (2026): Volume 12 Nomor 02, Juni 2026 Published
Publisher : STKIP Subang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36989/didaktik.v12i02.12434

This study aims to analyze the integration of spirituality in character development of Human Resources (HR) through a Systematic Literature Review (SLR) approach. The study examines peer-reviewed articles published, retrieved from reputable academic databases. The selection process follows the PRISMA 2020 guidelines to ensure methodological transparency and rigor. The findings indicate that spirituality functions as a source of meaningful work, moral reinforcement, and intrinsic motivation that contribute to individual character formation. The concepts of workplace spirituality and spiritual leadership show positive relationships with work engagement, organizational commitment, psychological well-being, and HR performance. The integration of spiritual values into HR management policies and practices fosters an organizational culture grounded in integrity, responsibility, and sustainability. This study concludes that spirituality-based character development represents a holistic approach relevant to addressing contemporary organizational challenges. Further empirical research is recommended to examine contextual models of spirituality integration in HR development.

PRAKTIK MANAJEMEN SUMBER DAYA MANUSIA DAN KINERJA GURU: ANALISIS STUDI KEPUSTAKAAN DENGAN WORK ENGAGEMENT SEBAGAI VARIABEL MEDIASI Octa Romadhona Putri; Zainal Berlian; Baharudin
Didaktik : Jurnal Ilmiah PGSD STKIP Subang Vol. 12 No. 02 (2026): Volume 12 Nomor 02, Juni 2026 Published
Publisher : STKIP Subang

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This study aims to conceptually analyze the relationship between Human Resource Management (HRM) practices and teacher performance, with work engagement as a mediating variable. The study employed a qualitative approach with library research. Data were obtained through literature analysis over the past five years (2020–2025) from reputable international journals and accredited national journals. The synthesis results indicate that strategic HRM practices such as continuous training, competency-based performance evaluation systems, fair compensation, and transformational leadership significantly influence work engagement. Furthermore, work engagement was shown to be the primary psychological mechanism mediating the relationship between HRM practices and teacher performance improvement. These findings reinforce Strategic Human Resource Management theory and research findings in The International Journal of Human Resource Management (2022) and Human Resource Management Journal (2021). This study concludes that optimizing strategic and humanistic-based HRM systems is key to continuously improving the quality of education.

Dialektika Spiritualitas dan Profesionalisme dalam Manajemen Sumber Daya Manusia Debi Tiara Wulan Dari; Zainal Berlian; Baharudin
Didaktik : Jurnal Ilmiah PGSD STKIP Subang Vol. 12 No. 02 (2026): Volume 12 Nomor 02, Juni 2026 Published
Publisher : STKIP Subang

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This study reconstructs the conceptual relationship between modern professionalism in human resource management (HRM) and Islamic spirituality within an integrative framework. Mainstream HRM literature predominantly conceptualizes professionalism as a rational-instrumental system grounded in competency, performance metrics, and strategic alignment, often presuming value neutrality. In contrast, Islamic management emphasizes tawhid, amanah, and ihsan as ethical foundations of work, yet lacks systematic operational integration into contemporary HRM models. Employing a qualitative approach through a systematic literature review of international publications (2020-2024), this study conducts a critical-conceptual synthesis to address this theoretical gap. The findings demonstrate that the perceived dichotomy between professionalism and spirituality can be reconciled through a value-based HRM paradigm integrating structural accountability with spiritually grounded moral responsibility. The study contributes theoretically by redefining professionalism as inherently value-embedded, offering a holistic and ethically grounded alternative for contemporary HRM theory and practice.

PERENCANAAN REKRUTMEN TENAGA PENDIDIK DI TINGKAT SMA Ridho Dwi Putra; Zainal Berlian; Baharudin
Didaktik : Jurnal Ilmiah PGSD STKIP Subang Vol. 12 No. 02 (2026): Volume 12 No. 2, Juni 2026 Public
Publisher : STKIP Subang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36989/didaktik.v12i02.12530

This study is entitled "Educator Recruitment Planning at the High School Level". This study aims to analyze the planning of educator recruitment at the high school level and the supporting and inhibiting factors of educator recruitment planning at the high school level. In this study, the researcher used a qualitative descriptive approach using qualitative research types. In this study, the research informants were the Principal, the Vice Principal of Curriculum and the Head of Administration. Data collection techniques used were observation, interviews, and documentation. While the techniques used in data analysis were data reduction, data presentation, data verification, and conclusion drawing. The test of the validity of this research data used source triangulation and technical triangulation. The results of the study indicate that the planning of educator recruitment at the high school level has been running quite well. The results of this study can be seen in the formulation of the current situation in the preparation of new educator recruitment, the distribution of new educator recruitment announcements, the acceptance of new educator applications, and the selection of applicants, the determination in the preparation of new educator recruitment, the distribution of new educator recruitment announcements, the acceptance of new educator applications and the selection of applicants. Identifying all the obstacles and facilitations in preparing for new teacher recruitment, distributing announcements, accepting new teacher applications, and selecting applicants. The inhibiting factors include the uncertain timing of teacher recruitment and the difficulty of obtaining competent teachers.

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