Strategic Functions of Human Resource Management in Islamic Education Institutions

Betty Anggoro Weni (Universitas Islam Negeri Raden Intan Lampung, Indonesia)
Hafizh Taufiq Fadlur Rahman (Universitas Islam Negeri Raden Intan Lampung, Indonesia)
Ice Rosina Sari (Universitas Islam Negeri Raden Intan Lampung, Indonesia)
Eti Hadiati (Universitas Islam Negeri Raden Intan Lampung, Indonesia)
Junaidah Junaidah (Universitas Islam Negeri Raden Intan Lampung, Indonesia)

Ahlussunnah: Journal of Islamic Education
Vol. 5 No. 2 (2026): August

Human Resource Management is a strategic function for aligning educators and educational personnel with institutional objectives and contemporary educational demands. This study aims to analyze the fundamental functions of Human Resource Management in educational institutions, including human resource planning and recruitment, continuous professional development, compensation and work motivation, evidence-based performance management and evaluation, and the integration of these functions toward institutional excellence. This study employed a qualitative using a content analysis approach to identify, categorize, and synthesize major themes related to Human Resource Management in education. The analysis focused on relevant literature published between 2019 and 2026. The findings identify five interconnected functions. First, adaptive human resource planning and recruitment require competency mapping and competency-based selection to address pedagogical and technological competency gaps. Second, continuous professional development through training, mentoring, and career development supports educator competence and job satisfaction. Third, compensation systems that integrate financial and non-financial rewards and performance-based remuneration support work motivation, work engagement, and staff retention. Fourth, evidence-based performance management and evaluation through classroom observations, portfolios, digital metrics, and constructive feedback support career development and continuous performance improvement. Fifth, the integration of these functions through strategic planning, competency development, balanced reward systems, and objective evaluation contributes to a collaborative, innovative, and accountable organizational culture. Overall, the findings indicate that Human Resource Management should be reoriented from an administrative function toward an integrated strategic function to strengthen institutional excellence, sustainable educational quality, and institutional transformation.