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Analysis
of Lecturer Performance in Increasing Productivity of the Venezuelan
Indonesian Polytechnic in Aceh Besar Maghfirah, �Nasir Usman, �Niswanto Universitas
Syah Kuala, Indonesia Email:
[email protected],� [email protected], [email protected] |
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Keywords |
Abstract |
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Lecturer Performance and Higher Education Productivity.. |
Higher education is one of the subsystems of national education. The
presence of higher education plays a crucial role in the life of the nation
and the state. The quality of higher education depends on the quality of
lecturers, especially in terms of their professional competence, which will
contribute to the improvement of the quality of higher education and
ultimately have an impact on the progress of national education. Lecturers
have primary duties and obligations outlined in the "tridharma" of
higher education, and these duties must be reported to the institution and
higher education service institutions each semester, resulting in periodic
work performance outcomes often referred to as the lecturer's workload.
Lecturer's Workload is a performance report that includes components related
to educational delivery, research, community service, and supporting
activities within a specified time frame. This research aims to analyze the
performance of lecturers in improving the productivity of the Polytechnic of
Indonesia Venezuela. This study uses a qualitative approach with a
descriptive research type. Data collection techniques involve observation,
interviews, and documentation. The data analysis technique used is
qualitative descriptive analysis with data reduction, data presentation, and
drawing conclusions. The research results indicate that the performance
achievements of Poliven lecturers in terms of career development or
promotions have not improved the productivity of Poliven. This is because, on
average, Poliven lecturers are not consistent in proposing functional
positions or promotions in accordance with the established schedule. The
performance achievements of Poliven lecturers in the field of the three
pillars of higher education, particularly in education and teaching, meet the
workload targets well, thus enhancing Poliven's productivity. However, the
performance achievements of Poliven lecturers in the field of research and
community service have seen only a slight improvement and meet the workload
targets. This is because there have been no research or community service
results that have obtained intellectual property rights (HAKI) or patents. � 2023 by the authors. Submitted for possible open access
publication under the terms and conditions of the
Creative Commons Attribution (CC BY SA) license (https://creativecommons.org/licenses/by-sa/4.0/). |
1. Introduction
Higher education is
one of the subsystems of national education. The existence of higher education
plays an important role in the life of the nation and the State. The quality of
tertiary institutions depends on the quality of lecturers, especially related
to the professional competence of lecturers who will encourage the improvement
of the quality of higher education so that in the end it will have an influence
on the progress of national education.
According to (Sukoco,
Kurniawati, Werdani, & Windriya, 2019), the Vocational Program is an
educational program at the higher education level that aims to prepare
personnel who have expertise and skills in their field, so that they are more
prepared to work. The teaching load in vocational education is structured by
prioritizing more skills or practical courses compared to theory courses. The
application of theory and practice in vocational programs is different from the
undergraduate level which is an academic. The vocational level applies theory
by 30% and practice by 70%. Meanwhile, the undergraduate level is the opposite
of the vocational program, namely applying 70% theory and 30% practice (Ahmad
& Rashid, 2016).
Government
Regulation Number 19 of 2005 concerning National Education Standards states
that graduate competency standards at the tertiary education level aim to
prepare students to become members of society who have noble character, have
the knowledge, skills, independence and attitude to discover, develop and apply
knowledge, technology and art that benefits humanity. To get the results of
students who have expertise in the field of interest, an educator who has
appropriate competence is needed to educate, teach and train students to be
independent in developing an innovation in their field of expertise. This is in
accordance with Law Number 14 of 2005 concerning Teachers and Lecturers, as
well as Government Regulation of the Republic of Indonesia Number 37 of 2009
concerning Lecturers, which states that:
"Lecturers are
professional educators and scientists with the main task of transforming,
developing and disseminating science, technology and art through education,
research and community service (Tri dharma College).
(Lilis,
2022) states that the quality of human
resources in tertiary institutions is largely determined by the lecturers.
Therefore, factors that can affect lecturer performance must be considered. The
contribution of universities in improving the quality of a lecturer is very
significant. A lecturer has an important role in providing quality education to
produce quality graduates who are able to fulfill national interests and
increase the nation's competitiveness. To produce competent lecturers in line
with the vision and mission of higher education institutions, it is appropriate
to require various measurable and sustainable efforts. Many efforts can be made
so that these goals can be achieved, one of which is by evaluating lecturer
performance
According to (Pujosiswanto
& Sukri Palutfuri, 2019) states that lecturer performance
can be assessed from 3 fields of activity, namely the field of education and
teaching, the field of research, and the field of community service. These
three fields must be balanced and consistently carried out in each semester.
Lecturers in representing organizations or occupying certain positions need to
increase professionalism, creativity and emotional intelligence in their
efforts to achieve the vision and mission of the polytechnic. Competence is a
measure of the success of a lecturer in understanding the world of work.
Productivity is one
of the national problems, where human resource development will be the center
of attention in the future. This is because the key to successful development
depends on the quality of the human being, and the quality of the human being
is also determined by the extent to which the quality of education exists in
this country. Universities have a big role in efforts to produce quality human
beings, in response to the success of future development. Higher education
institutions as providers of education must have high commitment and competence
and be able to develop research as a manifestation of their dedication to the
people of the nation and state through the implementation of the Tridarma of
Higher Education (Rahardja,
Lutfiani, Rafika, & Harahap, 2020).
Lecturers have the
main duties and obligations contained in the tridharma of higher education,
these tasks must be reported to the institution or the Higher Education Service
Institution (LLDikti) every semester and will produce periodic work results
which are often referred to as lecturer workload (BKD). Lecturer Workload (BKD)
is a lecturer's performance report which includes components of the
implementation of education, research and community service, as well as
supporting tridharma activities, and or additional assignments within a certain
period of time. BKD reporting details will refer to the lecturer's career path
according to the lecturer's functional position or lecturer's academic
position. The purpose of reporting and filling out the BKD on a regular basis
is to improve the quality of education in tertiary institutions. Through the
lecturer's BKD report, it will produce a Lecturer Performance Report (LKD)
which can measure the productivity of the tertiary institution. From these
LKDs, tertiary institutions can carry out monitoring, supervision and direction
for lecturers to improve performance. then the results of the assessment
through LKD can be proposed to propose a promotion or functional position from
a lecturer or teaching staff (Retnowati,
Mardapi, Kartowagiran, & Hamdi, 2021).
Good Lecturer Performance
Reports will have an impact on the career paths of lecturers to be good.
Universities also benefit from the LKD they produce, because lecturers will
look productive in developing themselves based on the tridharma of higher
education, which can also encourage good university productivity. But there are
visible problems related to BKD reporting activities in lecturer activities,
especially for private tertiary institutions, one of which is the Venezuelan
Indonesian Polytechnic. In fact, private tertiary institutions have problems
with lecturers who have not completed their workload every semester, thereby
reducing the productivity of tertiary institutions (Samosir,
2020).
Higher education
institutions are deemed necessary to carry out in-depth analysis, evaluation
and study related to lecturer performance through the final lecturer
performance report. Lecturers need to fill in the lecturer's performance load
and fulfill the credit scores every semester so that their performance is good
and experiences a significant increase so that it will have an impact on
increasing the productivity of educational institutions. Vice versa if
lecturers do not carry out their obligations and duties, it will have an impact
on decreasing university productivity. This can be used as a problem that
deserves to be studied and analyzed more deeply, how do higher education
institutions increase their productivity through the results of lecturer
performance which is carried out every semester.
Given the importance
of lecturer performance in increasing university productivity in implementing
national education, it is necessary to conduct an in-depth study of the
performance of lecturers in tertiary institutions and the duties of lecturers
in the tridharma of private higher education institutions of the Venezuelan
Indonesian Polytechnic. All of this really demands professional lecturers in
carrying out the tridharma of higher education so that later it can be seen
that the productivity of these tertiary institutions already has good quality
or vice versa.
Based on the
description above, the importance of the role of lecturer performance in
advancing tertiary institutions is marked by lecturers who must continue to try
to meet their credit scores and fulfill their performance loads every semester
so that lecturer problems arise in increasing the productivity of the
Venezuelan Indonesian Polytechnic. This is what prompted the author to examine
more deeply the performance burden of lecturers and the efforts of tertiary
institutions in increasing their productivity in the research "Analysis of
Lecturer Performance in Increasing Productivity of the Venezuelan Indonesian
Polytechnic in Aceh Besar".
A.
Lecturer Performance
Performance is a set
of values that contribute positively or negatively to the
achievement of organizational goals. In the Big Indonesian Dictionary,
performance means: 1) something that is achieved; 2) demonstrated achievements;
and 3) work ability (regarding equipment).
(Pujosiswanto
& Sukri Palutfuri, 2019) define that performance is the
success of an employee in completing work. Performance is basically what
employees do. Employee performance is what influences how much they contribute
to the organization, including the quantity and quality of output, output
timeframe, attendance at work and cooperative attitude. Performance refers to
something related to the activity of doing work, in this case includes the
results achieved by the work. Performance comes from the word performance and
is often interpreted as work performance or performance.
B.
Lecturer Career Development
One of the
educational developments for lecturers is competency development, which relates
to increasing abilities, mastering materials, managing classes, managing
learning interactions, assessing learning outcomes, carrying out guidance and
counseling functions and programs, carrying out educational administration,
understanding principles and interpreting educational research results for
learning, developing knowledge with the scientific method, publishing and
applying knowledge with the scientific method and self-development.
(Firman,
2021), states that career development
affects performance, where career development is a formal approach carried out
by organizations to ensure that people in the organization have the appropriate
qualifications and abilities and experience when needed. Lecturers are
professional educators and scientists with the main task of transforming,
developing and disseminating science, technology and art through education,
research and community service. A new lecturer candidate can be appointed as a
lecturer if he meets the predetermined requirements and has passed the
selection and evaluation determined by the lecturer admissions team. However,
recognition as a new lecturer can be obtained if the lecturer already has a
National Lecturer Identification Number (NIDN).
C.
Lecturer Performance Expenses
Government
Regulation Number 5 of 1980 article 26 states that the burden on lecturer
performance is work - work that must be carried out by a tertiary lecturer as
the main task of the institution in carrying out the functions of higher
education. Lecturer performance load is a number of jobs assigned by the higher
education leadership to lecturers to carry out higher education tridharma and
or additional assignments within a certain period as measured in semester
credit units/credits covering (1) the education sector, (2) the scientific
research and development field, (3) the field of community service, (4)
supporting the tridharma of higher education.
D.
The Role of Lecturer Performance
in Polytechnic Productivity
Good lecturer
management is very important to improve organizational performance and
effectiveness. The involvement of lecturers can improve their performance.
Lecturers who are involved show various productive behaviors that increase
efforts in determining the direction of organizational goals and lecturer
performance can be the spearhead of measuring polytechnic productivity. In a
tertiary institution, there are several performances that are expected to
increase polytechnic productivity. One of its activities is known as the Tri
Dharma of Higher Education which is an obligation contained in tertiary
institutions. Permenristekdikti No. 44 of 2015 concerning the National
Standards for Higher Education explained that lecturers are professionals as
well as scientists, where the performance of lecturers is assessed from the
success of carrying out the duties of the Tridharma of Higher Education namely
education, research and community service.
E.
Main Performance Indicator (IKU)
Polytechnic
The Academic
Director of Vocational Higher Education of the Ministry of Education and
Culture, Beny Bandanadjaja in the socialization of Intellectual Property
Incentive Programs and International Scientific Articles with Reputable
Vocational Lecturers online, Friday, 8 July 2022 said that "at present we
are carrying out one of our strategic goals, namely increasing the productivity
of scientific innovation research in tertiary institutions, increased research
productivity will become the Main Performance Indicator (IKU) of tertiary
institutions. He said universities must produce research that gets
international recognition or is applied in society." (Putra et
al., 2023)
2. Materials and Methods
The research
approach uses a qualitative approach with a descriptive research type.
According to (Arikunto,
2021), "Qualitative research is
meant to understand the phenomenon of what is experienced by research subjects
in the form of behavior, actions, perceptions and motivations." This type
of research uses descriptive research. Descriptive research is a description of
the current phenomena.
Umar Sidiq, (Miftachul
& Umar, 2019), in his book states that
qualitative research is research that produces discoveries that cannot be
achieved using statistical procedures or quantitative methods. Qualitative
research can show people's lives, history, behavior, social movements, and
kinship. Some data can be measured through census data, but the analysis is
still qualitative data analysis. With a qualitative approach, the results of an
overview of actuality, social reality and perceptions of research targets will
be seen without being tainted by formal measurements. The purpose of research
with this approach is to describe descriptively the performance of lecturers in
their productivity for the Venezuelan Indonesian Polytechnic institution
through BKD every semester.
This research was
conducted at the Venezuelan Indonesian Polytechnic, a private university
located at Jl. Sultan Iskandar Muda Airport, Cot Suruy, Kec. Want Jaya, Aceh
Besar District. The time of this research was carried out within a period of 3
months, from April to June 2023.
The subject of this research which is the
main (primary) data source are:
a. Director of the Venezuelan
Indonesian Polytechnic, because as an object that provides a broad picture of
the performance of lecturers in the tri dharma, BKD and lecturer career paths
related to the productivity of the Venezuelan Indonesian Polytechnic.
b. The head of the Institute for
Research and Community Service (LPPM) whose task is to evaluate the performance
of lecturers in research and community service activities and to participate in
the effort and control of the administration of the resources needed at the
Venezuelan Indonesian Polytechnic.
c. Head of the Internal Quality
Assurance System (SPMI) which is the quality guarantor of the Venezuelan
Indonesian Polytechnic which controls and improves the implementation of higher
education in a planned and sustainable manner.
d. 4 heads of the Venezuelan
Indonesian Polytechnic Study Program who provide an overview of the performance
of lecturers in the study program and the Head of Study Program monitors and
evaluates the performance of lecturers every semester.
e. Furthermore, other or secondary
sources also act as sources that complement the information, so that the data
obtained is more accurate and credible.
In this study the
instruments used to collect data on the latest semester's lecturer performance
load and analyze the increase in productivity of the Venezuelan Indonesian
Polytechnic are interview guide sheets, observation guidelines, and
documentation studies by asking questions that have been formulated in
accordance with the research objectives to obtain answers that can be used as
as a result of qualitative data whose validity and correctness can be accounted
for. There are three data collection techniques used in this study, namely:
observation, interviews, and documentation. According to (Sugiyono,
2018) that: "Collection techniques
include: interview techniques (interviews), questionnaires (questionnaire),
observation (observation), and a combination of the three."
According to (Hardani,
Ghasemi Mobtaker, & Khanali, 2020) that: "Descriptive research
is research that is directed at providing symptoms, facts, or events in a
systematic and accurate manner, concerning the characteristics of a particular
population or area". The data analysis technique used was descriptive
qualitative analysis, while the steps for processing the data were data
reduction, data display, as well as conclusions and data verification. The data
in this study were collected through qualitative research, namely related to
lecturer performance in increasing the productivity of the Venezuelan
Indonesian Polytechnic, then analyzed based on theoretical concepts and
implementation guidelines in the field. The data analysis technique used in
this study is based on Sugiono's research, because it can describe this
research.
Data display in
qualitative research is carried out in the form of short descriptions or
narrative text, charts, and relationships between categories. By presenting the
data, researchers can easily understand what is happening, then plan further
work based on what has been understood. The final stage of the data analysis is
that the researcher draws conclusions by describing the performance of the
lecturers and increasing the productivity of the Venezuelan Indonesian
Polytechnic in a clear and concise manner in accordance with the predetermined
research objectives.
3. Results and Discussions
Lecturer Performance Program in Career Development
Permanent lecturers
are lecturers who work full time with the status of permanent teaching staff at
certain higher education units and are given a National Lecturer Identification
Number or often abbreviated as NIDN. The career path of becoming a lecturer is
required to be independent and active in seeking information related to the
development of functional positions to improve the accreditation of Study
Programs and Poliven. This is in line with the narrative from the Head of the
Animal Product Processing Technology Study Program (PS TPHT) Mrs. Masyitah said
that "a functional position of a lecturer that must be taken care of after
one year is given the NIDN and that is a form of the lecturer's attitude in
supporting his credibility as a lecturer who has been given the assignment And
Responsibility".
In the case of proposing a polyven
lecturer functional position, the Poliven director is of the opinion that:
On average,
Poliven's lecturers in proposing their functional positions are not in
accordance with the schedule set by the campus, but Poliven still encourages
lecturers to immediately carry out the management of their functional
positions. This is also a need apart from polyven as well as for the lecturers
themselves. In terms of encouraging lecturers it is a bit more difficult, but
for the last 1 year, namely 2022, we have noticed a significant change in the
performance of Poliven lecturers, due to a new government decree, that every
lecturer who already has an NIDN is obliged to take care of the academic level
and must complete the BKD every semester. Then it will be an assessment
material every semester to be used as a reference in managing functional
positions or ranks.
The following is an
interview with the Head of the Institute for Research and Community Service
(LPPM) which corroborates the problem of lecturer delays in proposing
functional positions:
Actually, in
proposing the functional positions, they had been determined by LLDikti XIII,
but there were several lecturers who were late in proposing functional
positions from the schedule that had been given, and there were also those who
had missed the predetermined schedule. This is all related to the system, if
the lecturer does not propose within the scheduled time, the system will
automatically close by itself.
Based on the results
of the interviews above, that there are several polyven lecturers who have not
taken care of proposing functional positions according to the schedule set by
LLDikti XIII. In 2022 LLDikti XII issued the latest regulations regarding the
proposal for academic positions in PAN-RB Regulation Number 1 of 2023 in
Article 58 paragraph (1) and paragraph (2) of PAN-RB Regulation Number 1 of
2023 stipulates that the work of functional officials is carried out until with
31 December 2022 the credit score will be assessed no later than 30 June 2023.
After the issuance of this regulation there was an increase in the proposal for
functional lecturer positions at Poliven and several of these lecturers were
waiting for the Lecturer Credit Score Assessment Policy (PAK) from LLDikti
XIII.
Furthermore,
regarding the performance of lecturers in regular promotion of positions, from
this the director of Poliven gave a direct statement that: The implementation
of functional promotion (jafa) for lecturers has not been regular at Poliven,
because proposing jafa requires a strong will from the lecturer himself. Even
though polyven always tries to encourage lecturer careers so that they can
improve every 4 years or at least once every 2 years. The Director of Poliven
as a higher education leader also takes part in supervising the performance of
lecturers and the Poliven program so that it is realized properly, so that
Poliven opens opportunities for lecturers to have a career at a higher level.
Poliven Institutions also provide full support to lecturers so they can develop
their careers on campus as well as possible and Poliven also provides opportunities
for lecturers to take part in training at home and abroad and continue their
education to a higher level so that they can produce good career paths as well.
Furthermore, the
response of the Poliven director in providing opportunities for lecturers to
take part in training and continue their education to a higher level: The
polyven institution provides quite a large opportunity for permanent lecturers
to attend training and education. This can be proven by the presence of 1 (one)
Poliven lecturer who has attended a certified lecturer apprenticeship in the
United States and 1 (one) lecturer who is continuing his studies to the
doctoral level at the Bogor Agricultural Institute. This is one part of the
efforts made by the campus in supporting lecturer careers. Currently Poliven is
focusing on quality improvement, so it requires experts and reliable human
resources in their fields. This will become a polyven icon, namely �SMART
polyven� which means polyven which is full of innovation. Apart from permanent
lecturers, Poliven also provides motivation and encouragement in continuing
education for educational staff (tendik). This encouragement is not just a kind
of encouragement or discourse, but even the poliven facilitates students to
continue their education.
This is also
supported by a statement from the Head of the Agro-industry Study Program
regarding support from Poliven. The first reference is that lecturer
performance coaching by polyven has been implemented which must be carried out
by lecturers. Furthermore, planning has been formulated, namely the Decree on
the Distribution of Lecturer Performance Tasks. Academics organize to run
programs for one semester and also coordinate activities after the program is
formed.
Based on the results
of the research, the authors conclude that in planning work programs all
indicators to measure performance are very important, this shows that
performance improvement cannot be separated from these indicators. Based on the
descriptions presented, the researcher can conclude that the performance of
lecturers in increasing polyvenous productivity, namely starting with lecturers
having to be able to fulfill their credit scores every semester and lecturers
having high motivation in developing their careers at polyven and actively
participating in special training for knowledge renewal. Every activity carried
out by lecturers is a program that can improve and show the activeness of a
lecturer in tertiary institutions
The functional
position of a lecturer is recognition, appreciation and trust in competence,
performance, integrity and responsibility in carrying out duties and manners in
carrying out the duties of the Tridharma of Higher Education. With this
functional position it is hoped that it can also function as a non-material
incentive for lecturers to work more actively, creatively and even better.
Therefore, standards, procedures and assessment procedures should be consistent
and conducive.
A lecturer career
coaching and development program is usually held on the assumption that there
is a need to be seen and the demands of the institution, or because of the will
and desire to grow and develop in the institution. Lecturer career development
includes promotions and positions based on work performance and increased
discipline. What is coaching here is all efforts to promote and improve
quality, expertise, abilities, and skills, for the smooth implementation of
educational tasks. Lecturer career development and development is carried out
through functional positions. Meanwhile, coaching and career development
includes assignments, promotions, and promotions
Strategy for Lecturer Performance Load Achievement in Improving
Higher Education's Tridharma
Measuring the
performance of the Venezuelan Indonesian Polytechnic is done by comparing the
targets (plans) and the realization of performance indicators for each target.
Achievement Performance Indicators are benchmarks for achieving the main tasks
and functions (Tupoksi) for which they are responsible. These indicators serve
as a basis for stakeholders in measuring and analyzing the successful
performance of polyven institutions. Each lecturer must work according to the
duties, functions and roles, expertise and competence of each lecturer to
achieve the vision, mission and work program of the polyven that has been set.
As the research progresses, the researcher also directly observes several
lecturer activities aimed at increasing the tri dharma polyven.
The results of
interviews with the director of Poliven stated that several activities were
carried out by academics to support the education and teaching of lecturers so
that they were carried out properly. In this case, Poliven also takes part in
the tridharma of higher education in the field of education and teaching.
Lecturers can carry out their duties and functions in education and teaching
properly, so lecturer preparation is needed in terms of lectures. Academics
make lecture schedules and lecture attendance as well as all kinds of
management information systems that must be filled in by students such as KRS
and EDOM (lecturer evaluation by students). it is certain that they are ready
at the beginning of the lecture so that socialization in the form of meetings
is very important to support lectures between lecturers and students. The
following is a quote from the Head of SPMI on this matter:
In the
implementation of lectures, we can see from the academic calendar then from
SISMART Poliven which is specifically for students so that students know their
class schedule and KRS filling schedule. EDOM and other schedules are well
integrated in the polyven management information system. For evaluating the
performance of lecturers, it has been carried out by polyven lecturers through
the management information system or SISTER. All lecturers are required to
complete the SISTER as a form of evaluation of the lecturer's workload every
semester.
Following are the additions from the Head
of LPPM who responded to this matter:
Before academic activities begin, each Head of the Study Program
and lecturers holds regular meetings, both at the academic level and study
program level. The head of the study program directs his lecturers to conduct
lectures according to the schedule determined by the academic. The Head of
Study Program also directs all lecturers to make lesson plans properly and
correctly. In the field of education and teaching, many lecturers follow the
schedule and also the teaching and learning process can be carried out very
well.
Based on the results
of searching documents regarding the schedule for implementing lectures
(attached) and socialization in the form of meetings at the academic level or
study program level, this is a strategy to improve the performance of lecturers
in the field of education and teaching at the Polyven and it is carried out
according to a predetermined schedule. Regarding the preparation of lecturers
in preparing and documenting the syllabus and lecturer lesson plans, the
following are statements from several Heads of Study Programs at Poliven.
Based on the results
of the interviews above, it can be discussed that there are several strategies
undertaken to improve lecturer performance, namely first, continuous
professional education and training as well as by recruiting qualified and
competent lecturers in their fields. Then there is a recruitment system that
has high criteria, a management system for assessing lecturer work
(evaluation), then there is a structured program management, training system
and human resource development.
Presidential Decree
No. 8 of 2012 for Indonesia's National Qualifications Framework has become the
ground rules for developing competencies based on curriculum matching to job
levels in various industries. The education system needs to be adjusted to link
theory and practice in the field so that learning at Polyven is relevant to
socio-cultural changes and the needs of the world of work and the graduates
produced become intellectuals who are ready to work in the world of work. In
this case polyven is one of the campuses that runs the independent campus
learning program and is also registering to take part in the teaching
practitioner program.
The Teaching
Practitioner Program, which is a part of the Independent Campus Learning
Program, presents practitioners who have experience and competence in various
professional and industrial fields to assist the learning process in the
classroom so as to enrich students' knowledge in practical matters in the world
of work. In this Teaching Practitioner Program, practitioners collaborate with
lecturers so that there is constructive collaboration to share knowledge and
experience which will also develop the capacity of both parties and encourage
further collaboration. Industry practice-based learning is a must, in order to
balance the theoretical context and the practical context. Therefore, for
vocational tertiary institutions the Teaching Practitioner Program is very
important to stimulate the provision of collaboration space between lecturers
and experienced practitioners from the industry/world of work which will be
carried out for one semester. In line with the program of the Ministry of
Education, Culture, Research and Technology of the Republic of Indonesia
(Kemendikbudristek) polyven must have practicing lecturers. The following is
the statement from Director Poliven regarding this matter:
Practitioner
lecturers are already in polyvenes and only 2 study programs (prodi) have
implemented teaching practitioners in their study programs. Poliven also
conducts cooperation programs with several companies, both plantation companies
and companies throughout Indonesia. For the last 2 years, Poliven has used
practicing lecturers to conduct lectures and it is hoped that Poliven's
achievements will later become a brand, namely�bring industry to campus� which means the World of Business and
the World of Industry (du/di) within the polyven campus.
Based on the
interview results above, it can be concluded that the characteristics of
competency-based learning require lecturers to always innovate and improvise in
determining appropriate learning methods and strategies. In a learning process
that experiences many obstacles, lecturers are required to seek and find new
approaches that are effective and efficient. However, at this time
teachers/lecturers are considered to still have expertise in their fields and
coupled with the existence of practitioner lecturers who teach at the polyven
campus.
The strategy in
learning at this new polyven has undergone a change in the curriculum using PBL(Project Based Learning) which is a
learning model that uses a project or activity as a medium.Project based learning is a comprehensive approach that guides
students, works individually or in groups, and relates to real-world topics.
Applicationproject based Good learning
can provide abilities that are beneficial to students.
Achievements of the
learning modelproject based learning
occurs when students get high motivation, feel active in their learning, and
produce high-quality work.Project Based
Learning aims to find solutions to problems, besides that students can
learn the concept of how to solve problems and develop critical thinking
skills. In studying the concepts and critical thinking skills, students work
together in their groups to study real problems that occur in reality.
Furthermore, the
tridharma of higher education in the field of research is the obligation of a
lecturer to fulfill the tasks assigned to him. Lecturer research is a research
activity in the context of fostering and directing researchers to improve their
ability to carry out research and publish their research results in scientific
journals both nationally and internationally.
Lecturer research
must be in line with the vision and mission of the polyven, namely the lecturer
conducting research in fields that are in line with the study programs in the
polyven. In this case the director of Poliven is of the opinion that:
In carrying out
research, what will be a problem is not only conformity with the research field
but in accordance with the vision and mission of Polyven. Each study program
has a vision and mission which is derived from the vision and mission of
polyven and is poured into the research of lecturers at polyven. In general,
lecturers have researched in their field of expertise so that the objectives of
polyven expectations are achieved.
This is in line with
the opinion of the director of poliven regarding the research of lecturers at
polyven. Lecturer research relates to the ability of researchers to carry out
research and is obliged to have a level of mastery of research methodology in
accordance with the scientific field, research object, as well as the level of
complexity and depth of research based on academic qualifications and research
results. From the head of LPPM added regarding the implementation of lecturer
research in poliven. The following is an interview with the head of LPPM:
Lecturer research is
not only carried out between study programs but there is also research carried
out across study programs as long as in this research there are some
similarities in the fields with other lecturer fields this is usually called
collaborative research. As happened in the polyven, there is collaborative
research between plantation, TPHT, agro-industry and fisheries (TPBPI) study
programs.
Based on the
research data above, it can be concluded that there are several things in
lecturer performance achievements that can increase lecturer productivity
including the realization of budgets for research and appropriate work patents
for lecturers and polytechnic motivation for lecturer performance in higher
education tridharma so that they can be fulfilled in every semester.
Institutional
strategy to be able to compete with other universities by obtaining and
maintaining accreditation status. This of course requires commitment from the
foundation, management, lecturers and staff as well as students. The commitment
to be improved includes improving the quality of lecturers. Efforts are being
made to maintain the quality of these lecturers, institutions routinely monitor
and evaluate lecturer performance so that every semester and even every month
can be evaluated to improve lecturer performance in the field of higher
education tridharma. Thus it can be understood that lecturer performance will
not be achieved if there is no work motivation, abilities and opportunities
that exist, if one is low then the performance of a lecturer will also be low.
It can be said that
improving the quality of education in tertiary institutions can be done by increasing
the quality of tertiary resources, especially leaders and lecturers. Leaders as
policy and power holders have a role in efforts to improve the quality of
education as well as lecturers by improving their performance and the factors
inherent in improving performance can have a positive impact on improving the
quality of education in tertiary institutions.
Discussion
The discussion of
the results of this research is intended to provide an explanation of the
findings obtained at the research location, both in the form of interpretations
and in the form of arguments as findings. Thus enabling the researcher to draw
conclusions about the findings and the implications of the findings themselves.
Based on the main
focus, namely the performance of lecturers in the tridharma of higher education
and career development as well as the achievements of lecturer performance on
polytechnic productivity programs in improving the quality and quality of the
Venezuelan Indonesian Polytechnic. The sub focus of this research is education,
research and community service programs for polytechnic productivity programs.
It is hoped that the
conclusions from the findings and their implications will be able to give birth
to new ideas, concepts, principles and theories that need to be developed in
studying lecturer career development programs in productivity at the Venezuelan
Indonesian Polytechnic, especially those concerning the polytechnic tri dharma
program in increasing the productivity of the Venezuelan Indonesian Polytechnic
in vocational college level in Aceh Besar. The following will discuss the main
findings as follows:
Lecturer Career Development in Increasing Productivity of the
Venezuelan Indonesian Polytechnic in Aceh Besar
Development of human
resources, especially career and achievement, needs to be planned
systematically, in line with the course of the institution according to
individual achievements and interests, and taking into account the
opportunities that exist in the environment and each field of knowledge. The
fact shows that career development and achievement are rarely planned
systematically, so that they often only develop randomly and consequently
career development and achievement often do not place human resources according
to their abilities. Finally, the goals of institutions and individuals are
difficult or even unattainable.
In the process of
achieving organizational goals, it is necessary to measure success standards
that must be achieved by both individual human resources and the organization
as a whole. Lecturers as a component of human resources in higher education
institutions need to be directed to achieve their goals. In the higher
education environment, lecturers are one of the main needs. Lecturers are like
driving machines for all things related to scientific and academic activities.
Without lecturers, it is impossible for an educational institution to be called
a university or polytechnic.
Such is the
importance of the role of the lecturer that not a few universities have become
famous because of the fame of the lecturers who work in them. In a position as
the center of a tertiary institution, lecturers greatly determine the quality
of education and the graduates that are born in these tertiary institutions. If
the lecturers are of high quality, then the quality of the tertiary institution
will also be high, and vice versa. No matter how good the educational program
that is proclaimed, if it is not supported by high-quality lecturers, it will
end in unsatisfactory results. This can happen because in order to run a good
educational program, lecturers who are also of good quality are needed. By
having good and high quality lecturers, tertiary institutions can formulate the
most modern programs and curricula to ensure the birth of outstanding and
excellent quality graduates.
HR development has
two concepts. The first is a normative concept and the second is a technical
concept. Normative concepts relate to the basic functions that must exist in
human life and become an ideal standard for the implementation of more
implementable concepts (technical concepts). While the second concept, namely
the technical concept, is related to the implementation of the first concept
which is conditioning and casuistic. These two concepts then underlie the HR
development study approach in higher education management practices in this
paper. Education management includes development as a function in human
resource management.
Efficiency,
effectiveness and productivity are different concepts, although all three
include elements of input and output in the technical analysis mechanism. In
simple terms, the three can be distinguished, efficiency is input-oriented, and
output-oriented effectiveness, while productivity is both oriented. Thus it can
be said that productivity has a broader meaning than the other two concepts. In
measuring productivity, it can be done in two ways, (a) a total productivity
approach or multiple factors, namely the output is faced with all the inputs
used, (b) a partial or single factor approach, namely the output is faced with
only one input, for example, input HR Lecturer in the context of higher
education management.
Thus the problem of
lecturer development lies in the effort to empower the lecturer component so
that it has an optimal contribution to the creation of quality academic
processes and results. Development (development) seems to be a real need for
efforts to improve the performance of HR Lecturers through a systematic process
of developing concepts so that productivity can be expected later. Efforts to
develop and improve lecturer performance and career development are basically a
never-ending need for tertiary institutions. This is because the development
and performance improvement is not carried out if there is a gap between the
actual performance and the expected performance. These developments and
improvements must be carried out even though there are no gaps, because changes
in the organization's external environment that are very fast today will lead
to increased demands for higher education institutions wherever they are.
The concept of
continuous development is a way to make lecturers a source of competitive
advantage. Based on experience in effective development practices can increase
work productivity, morale and the potential of the organization. Development(development) concerning the preparation
of individual abilities and expertise for interests that are not only limited
to present positions but for the future. The goal of the development program
concerns a broader aspect, namely increasing individual ability to anticipate
changes that may occur unplanned (unplaned
change) or planned changes (planed
change).
As one of the
characteristics of the elements of the academic community that drives and
manages the quality of tertiary institutions is the educational staff. The role
of educational staff is very strategic in terms of education and teaching,
conducting research and community service, thus teaching staff is very
concerned about the development of higher education. Therefore, there is a need
for a higher education development strategy to be able to produce productive
lecturer profiles. The professional ability in question is the ability required
by a profession, in this case educational staff, namely work performance
(performance) of educational staff in carrying out their activities or duties,
so that if educational staff can work professionally, it will produce high work
productivity. Improving the quality of education in tertiary institutions is a
very important issue to get attention. There are many aspects that affect
success in efforts to improve education, so that there are limitations in
achieving it, for this it is necessary to choose which one is the priority.
Thus, there is a
need for career development for the rank and functional position of lecturers
in order to increase the professionalism of lecturers. Therefore, the
government issued the Regulation of the Minister of Administrative Reform and
Bureaucratic Reform Number 17 of 2013 concerning Functional Positions of
Lecturers and Their Credit Scores. In order to improve the quality of
lecturers' academic positions, several special requirements and readjustment of
the value of credit scores for certain fields have also been carried out
through laws and regulations.
Lecturers who have
the academic position of Associate Professor or Professor as mentors for master
or doctoral program students in compiling scientific papers for publication in
accredited national journals, international journals, or reputable
international journals, and whose position is co-author or correspondence
writer, can use the written work to fulfill the obligation to obtain
professional allowances and honorary professor allowances. Lecturers who have
been able to show evidence of submitting their articles to the journal manager,
but not yet published, can be considered to have met the requirements for
scientific publication in the journal.
For PTN and PTS
lecturers within the Ministry of Research, Technology and Higher Education and
lecturers in other Ministries/Institutions, the Credit Score Assessment Team
(PAK) is carried out at the Directorate General of Science and Technology
Resources and Higher Education, Kemristekdikti. According to Firman (2021: 138)
explains that career development affects performance, where career development
is a formal approach carried out by organizations to ensure that people in the
organization have the right qualifications and abilities and experience when
needed.
Job analysis is a
way to be able to identify and investigate the things that are required in a
human resource activity, in this case especially for lecturers who have quality
and are able to carry out these activities properly and fulfill all the
conditions.
The number of
Educators (Lecturers) in 2020/2021 is 24 people, all of whom have Masters
educational qualifications and 3 of them will soon complete their study
assignments in the Doctoral (S3) program. The number of teaching staff in each
study program can be seen in Table 1.
�������������������������������������������������
HR Management and
Career Development at Poliven, since a year ago, there have been additional
teaching staff because there are lecturers who have moved to other tertiary
institutions. The addition of lecturers, educational staff and other staff is
carried out if the number of sources experiences a shortage. This causes the
implementation of HR Management and Career Development in the Venezuelan
Indonesian Polytechnic environment to be less than optimal.
Whereas in 2021/2022
the number of polyvenous educators (lecturers) will increase to 26 people, all
of these lecturers with Masters educational qualifications and 1 (one) person
has completed his Doctorate (S3) and 3 of them will soon complete study
assignments in the Doctoral program (S3). There has been a change in the number
of lecturers in each study program (prodi) within Poliven, but in 2023 the
number of lecturers in each study program will meet the Higher Education
standards. The following is the number of Poliven Educators in table 2.
Poliven's teaching
staff/lecturers in each study program are very adequate when compared to the
ratio of the number of lecturers to students. Quality of human resources with a
minimum education level of Masters from various disciplines in accordance with
the Study Program that is covered. Poliven also continues to try to improve the
performance of lecturers in terms of managing and submitting functional
positions. This of course will not only have an impact on the welfare of lecturers,
but will also automatically have an impact on improving the quality of the
learning process which will lead to the quality of Poliven student graduates.
Lecturers really have to carry out the tridharma of higher education every year
and continuously update their knowledge according to the times.
Lecturer ratio is
the ratio of the total number of lecturers to the number of active students.
Based on the Regulation of the Minister of Research, Technology and Higher
Education of the Republic of Indonesia Number 2 of 2016, lecturers and students
in a study program must have an ideal ratio. The ratio of the ideal number of
lecturers to students in private tertiary institutions is one in 30 (1:30) for
exact subjects and one in 45 (1:45) for social studies.
The ratio of
lecturers to the number of students is a performance indicator that must be
determined so that lecturers can better observe, direct the behavior and
abilities of students. The indicator target for 2021-2022 that has been set is
1:30, Poliven's achievement for the ratio of lecturers to the number of
students has met the set target. Permanent lecturers are lecturers who work
full time with status as permanent teaching staff at certain higher education
units and are given an NIDN. For lecturers who already have an NIDN, they can
take care of the functional position of expert assistant because the
requirements to become a lecturer must have a minimum academic position of
expert assistant.
Achievement of
performance indicators for lecturer functional promotion from 26 permanent
lecturers including 12 people who are expert assistants or 46.1% and 3 people
who have earned a rank at the lector level or 11.5%. This indicator does not
reach the predetermined target. The method that must be used to increase the
number of lecturers who have the functional position of expert assistant is to
provide motivation and stimulus to the teaching staff to increase the amount of
research and service so that they can carry out the management of the
functional position of expert assistant.
One of the efforts
that must be made in improving the quality of education at Poliven is that
lecturers must take care of promotion to functional positions from expert
assistants to lectors, head lecturers and professors or professors. Thus the
indicator is still below the predetermined target. The strategy that must be
carried out by polyvens to increase the number of lecturers so that they have
the functional position of lecturer is to provide a stimulus to teaching staff
to further increase the amount of research, service and work by providing
financial assistance in writing accredited National Journals and Scopus indexed
international journals.
In accordance with
Law Number 20 of 2003 concerning the National Education System and Law Number
14 of 2015 concerning Teachers and Lecturers, it is explained that lecturers
are required to have academic qualifications, competencies, educator
certificates, physically and mentally healthy, and meet other qualifications
required by educational units high place of duty, and has the ability to
achieve national education goals.
Achievement of
performance indicators for lecturers who have obtained educator certificates at
Polyven as many as 6 people, the achievement of these indicators is still below
the target. One of the efforts that must be made in the coming year to achieve
this performance indicator is to encourage lecturers who are not yet certified
educators to immediately join and fulfill the requirements to obtain the
educator certificate. In terms of functional positions, there are still several
lecturers without functional positions and in terms of educational level, there
are still many lecturers with Masters degrees instead of Doctoral degrees. This
is certainly a program that needs to be developed by lecturers in terms of
career development, because every lecturer certainly wants to have a functional
career so that it will support the increase in lecturer competence.
The process of
reaching the peak of this career is closely related to the KUM collection
target or lecturer credit scores. According to (Salma,
Keerthana, & Dodamani, 2022) defines that KUM is the points
that lecturers get after carrying out main tasks and supporting tasks.
Lecturers who are productive in carrying out all their tasks will find it
easier to achieve the maximum KUM. The more focused the faster you become a
Professor. The requirement to become a professor or professor is to complete
your studies up to a doctoral or doctoral degree. This activity is one way to
increase career development with the Education route.
Poliven lecturers
have not maximized their career development, so Poliven needs to implement a
strategy to increase productivity by properly implementing strategic
management. According to (Fenty
& Brydon, 2020) explains that strategic
management is an art (skill), technique and science for formulating,
implementing and evaluating and overseeing various organizational functional
decisions (business and non-business) which are always influenced by the
internal and external environment, which constantly changing so that it can
provide the ability for the organization to achieve its goals as expected. The
importance of the community in determining strategic management is very
dominant, because it can be an opportunity or even a threat to educational
institutions.
There are 3
permanent Polyven lecturers who are carrying out study assignments to the
doctoral level (S3) and 1 person who has completed his doctoral studies in
early 2023. This shows that there are still a few Polyven lecturers who have
not continued their education to develop themselves to be more competent and
more productive .
Poliven must also
apply strategic management to lecturers in terms of managing functional rank
positions. From this it can be seen that there are permanent lecturers at
polyven who have not taken care of their rank so that it can be said that the
lecturer has not met the credit score set by the polyven. (Attached)
Achievement of Lecturer Performance Results in Increasing
Productivity of the Venezuelan Indonesian Polytechnic
The performance of
these lecturers does not only have an impact on the quality of tertiary
institutions, but also has a direct impact on the development of a lecturer's
academic career. Lecturers who wish to improve their functional positions or
wish (and are) receiving professional certification allowances are obliged to
carry out the higher education tridharma regularly and meet predetermined
standards. Provisions of Law Number 14 of 2005 concerning Teachers and Lecturers
and the 2010 Lecturer Certification Guidebook. Lecturer performance is
reflected in the ability of lecturers to carry out their duties and
responsibilities as teachers and researchers which are described in the
tridharma of higher education, namely Teaching, Research, and Community
Service.
Poliven also
prioritizes so that lecturers can carry out the tridharma properly so that it
can have an impact on the quality and productivity of Poliven. therefore
polyven needs to monitor and evaluate the performance achievements of lecturers
after the semester ends so that they can fulfill all the requirements that are
a burden on lecturer performance and then collected and reviewed again in
lecturer performance reports. Lecturer performance reports that meet credit scores
or KUM are requirements for lecturers in submitting functional promotion
positions so that lecturer activities for 1 semester must be fulfilled properly
to increase the productivity of polyven campuses.
Productivity is
marked by lecturer activities that lead to an increase every semester. Poliven
needs to implement HR management and strategic management in supporting
lecturer formatting and motivating lecturers so that they can fulfill their
load in each semester. In this case, polyven focus is needed in looking more
closely at the lecturer's problems. Lecturer performance results in teaching
and education can be seen from indicators of competent graduates and the
waiting period for graduates at work and students who are still studying are
also given a platform to give opinions through the Lecturer By Student
Evaluation (EDOM). Lecturer Evaluation by Students (EDOM) is an instrument for
assessing lecturer performance. This is one way that can be used as a tool for
evaluating the performance of lecturers in learning activities by distributing
questionnaires to students
Evaluation conducted
by students (EDOM) is carried out at the end of each semester. Each student is
indirectly required to evaluate the lecturer caring for the course before being
allowed to see the final grade obtained from the lecturer concerned. The EDOM
results show the quality of the lecturers in the implementation of learning.
Performance achievements and strategic goals are reflected in the main
achievement indicators (IKU). The achievements of IKU Poliven have several
targets including expanding access, increasing the quality of learning,
increasing relevance, productivity, quality of research results and community
service and revitalizing Tridarma Poliven supporters. Some of these indicators
have succeeded in meeting the target, there are even achievements that exceed
the predetermined targets, although some of the main performance indicators
have not reached the target.
The following is a
description of the results of Poliven's main performance indicators in
expanding and increasing the quality of learning or often referred to as the
Education sector. Based on article 1 paragraph (1) of Law. No. 20 of 2003
concerning the National Education System states that "Education is a conscious
and planned effort to create a learning atmosphere and learning process so that
students actively develop their potential to have religious spiritual strength,
self-control, personality, intelligence, noble character and the skills needed
himself, society, nation and state�.
In line with this
article, it can be concluded that the quality of the lecturer education field
can be measured from students who can develop superior competencies in the
fields of interest. Students who successfully graduate on time, graduates get
jobs for more than 6 months, the average GPA of graduates and graduates who
work directly are indicators of lecturer performance in the field of Education.
Graduates on time are the number of students who graduate within the minimum
study period required for various study programs. The study time that must be
taken in the Diploma III Program is 3 years (6 semesters). This indicator is
directed to measure the level of student graduation from Polyven based on
academic conditions and academic year.
Students who
graduate on time have not reached the targets set by the polyven. This is due
to the inability of students to participate in learning programs, and the
inability of parents in terms of financing when students do their final
assignment. As for the future steps for solving this problem, polyven can be
carried out by holding tutorial learning for students who have disabilities in
participating in learning programs, and financial disabilities can be done by
seeking scholarships for the final project.
This indicator is
directed at measuring the performance of Poliven's services in educating
students to become mature individuals who not only have academic abilities but
have the expertise and skills needed by the world of work so that graduates can
be absorbed by the job market within a maximum period of 6 months. Achievement
of performance targets for indicators of the waiting period for graduates who
get a job and this indicator exceeds the set targets. The more graduates who
get jobs, the better the performance achieved by Poliven, so that in the future
Poliven must further improve the quality of its human resources and carry out
strategies to optimize the development of tertiary institutions in a better
direction.
|
No. |
Researchers |
Title of Study |
Publication Years |
Journal |
|
1 Q3 |
Chairil Anwar, Ika Rezvani
Aprita, Irhami |
The Potency of Avocado
Seeds (�Persea Americana� Mill.) as a Source of Antioxidant Tea |
2022 |
Jurnal Bulletin of the
Transilvania University of Brasov |
|
2 Q4 |
Umar Ha, Sufardi, Syafruddin,
Teti Arabia dan Chairil Anwar |
Analysis Distribution
of Biomass Carbon of Grasslands, Shrubs, and Rainfed Rice Fields on Dry Land
in the Aceh Besar District Indonesia |
2022 |
Jurnal Environmental
Protection and Natural Resources |
|
3 No-Q |
Chairil Anwar, Irhami, Umar Ha
dan Irmayanti |
The Effect of Long Skin
Soakingin the Calcium Solution on The Qualityof Rambak Crackers from Buffalo
Skin |
2023 |
Jurnal Theory and
Practice Of Meat Processing, |
|
4 |
Chairil Anwar, Mulla
Kemalawaty, Ika Rezvani Aprita |
Sosialisasi Pemanfaatan
Pisang Kepok Pada Pembuatan Nugget Daging Ayam Di Desa Gue Kecamatan Kuta
Baro Kabupaten Aceh Besar |
2022 |
PKM |
|
5 |
Mulla Kemalawat, Ika Rezvani
Aprita, Chairil Anwar, Irhami dan
Muhammad Zul Ikhsanul Majid |
Kajian Penggunaan Pasta
Asam Sunti pada Pembuatan Telur Asin |
2022 |
Jurnal Stok Peternakan Sinta 5 |
|
6 |
Chairil Anwar; Irhami Irhami;
Ika Rezvani Aprita |
Pemanfaatan Bekatul Dan
Waktu Kukus Yang Berbeda Terhadap Organoleptik Nugget Ayam |
2022 |
Jambura Journal of
Animal Science Sinta 4 |
|
7 |
Sri Agustina; Yusran Akbar; Ika
Rezvani Aprita; Chairil Anwar; Irmayanti |
Pengaruh Penambahan
Ekstrak Daun Bayam (Amaranthus Hybridus L.) Terhadap Kualitas Kerupuk Tempe |
2023 |
Serambi Journal of Agricultural
Technology Sinta 5 |
|
8 |
Nurhatijah, Mulyanti, Endiyani,
Ahmad Supriatna |
Pertumbuhan Ikan Nila
Nirwana (Oreochromis Niloticus) Pada Sistem Bioflok Dengan Sumber Karbon
Eksternal Dari Tepung Sorgum Manis (Sorghum Bicolor) |
2022 |
Jurnal Akuakultur Rawa
Indonesia Sinta 4 |
|
9 |
Mulyanti, Dewi Yana, Lukman
Martunis |
Pengaruh Pestisida
Nabati Terhadap Mortalitas Hama Keong Mas (Pomacea Canaliculata L) |
2022 |
Jurnal Agrienvi |
|
10 |
Mulyanti, Dewi Yana, Reza
Salima |
Uji Efektivitas
Pestisida Nabati terhadap Mortalitas Hama Keong Mas (Pomacea canaliculata) |
2022 |
Jurnal Teknologi
Terapan |
|
11 |
Mulyanti , Reza Salima , Lukman
Martunis |
Pembuatan Pupuk Organik
Cair Dambupahsang (Daun Bambu PelepahPisang) Di Desa Bineh Blang Kabupaten
Aceh Besar |
2022 |
Jurnal Pengabdian
Masyarakat I-Com: Indonesian
Community Journal |
The cumulative grade
point index (GPA) of graduates is an indicator to measure Poliven's success in
producing quality graduates which have been achieved by students. Therefore,
the next step that must be taken by Poliven is to continue to improve the
quality it has every time so that it can produce superior human resources
because in the current era of globalization. The efforts that Poliven must make
in the future to maintain the achievement of the set GPA target are to continue
to improve the evaluation system by providing opportunities to improve grades
for students who still have C grades, motivating lecturers to be patient in
dealing with students who fail in certain courses and carry out remedial
activities.
The percentage of
graduates who work immediately is one of the indicators used to measure
graduates who find work with a waiting period of less than one year based on
the Higher Education Tracer Study report. The main performance indicator
achievement is the percentage of graduates who work directly beyond the
predetermined target. Poliven has exceeded the achievement target and is
expected to continue to increase in the following year. To further strengthen
the achievement of these performance indicators, Poliven must improve its
quality both internally and externally, such as establishing mutually
beneficial relationships with the business/industry world.
Increasing
relevance, productivity, quality of research results and community service is
the next goal to be achieved. In this case the discussion regarding the results
of lecturer performance in the field of research and the field of community
service. The field of research and the field of community service have a
relationship so that researchers describe it at the same time in the
discussion.
Achievement of the
results of lecturer performance indicators in the number of publications in
accredited and non-accredited national journals, Reputable International
journal publications and International Publications. The performance indicators
that achieve the target are lecturer research that is in line with the vision
and mission. Number of scientific paper publications in accredited journals.
This increase occurred because the lecturers already understood the importance
of publishing research results both for themselves and for others. Increasing
the number of publications can also increase the accreditation of institutions
and study programs.
To achieve the
performance indicators mentioned above, Poliven must take steps to motivate
educators to be more active in publishing their scientific papers in
international journals. The efforts that Poliven has to make are holding
workshops on writing articles for international journals and providing
incentives for international publications.
The efforts Poliven
should make to increase the number of publications in reputable international
journals are:
Correctional
Intellectual Property Rights in the Poliven environment has not been carried
out optimally. The factor that might occur is that the educators do not
understand and understand correctly that their work can be patented through IPR
registration so they don't need to worry that their work will be recognized by
others. Therefore, the solution going forward is that Poliven can facilitate
the management of IPR by forming an IPR center/a team to serve and assist in
the HKI processing process, so that in the following year the expected targets
can be achieved.
Poliven must
continue to strive to find sources of research funding so that students can
smoothly carry out their research because this relates to students who must
graduate on time. Poliven students are underprivileged students who have
financial constraints when conducting their research.
From the results of research conducted by the author regarding the
performance of lecturers in increasing the productivity of the Venezuelan
Indonesian Polytechnic in Aceh Besar, it can be concluded that: The performance
achievements of Poliven lecturers in the field of career development or rank do
not increase Poliven productivity, this is because the average Polyven lecturer
is not regular in proposing functional positions or ranks according to a
predetermined schedule. The performance achievements of Poliven lecturers in
the field of higher education tridharma, namely in the field of education and
teaching, have met the target of lecturer performance loads well so that they
can increase polyven productivity. the target of lecturer performance load, this
is due to the results of research and community service that do not yet have
intellectual property rights or have not been patented.
In connection with
the results of the research that the authors have conducted, the authors should
have provided suggestions for input and improvement in the development and
development of lecturers in improving competency or expertise and developing
lecturer careers. The suggestions that the researcher can convey are as
follows: In carrying out lecturer career development it is hoped that Poliven
institutions need periodic evaluations carried out by the director so that they
can be used as input and information to constantly control lecturer performance
in order to improve the performance and achievements of lecturers in institutions
that are led and must can increase the motivation and innovation of lecturers
so that the performance professionalism of lecturers is getting better. Poliven
needs to develop new strategies to improve lecturer performance so that all
lecturers are more motivated to improve their performance. As for all the
obstacles faced in improving employee performance so that they can be used as
input and information so that they always try to prepare good programs and
strategies to improve the quality of lecturer performance in carrying out their
duties and obligations as lecturers, as well as add insight and knowledge to
lecturers about how to optimize performance in an effort to improve the quality
of human resources in the work environment. For Poliven to always be ready with
all solutions that can be used in overcoming various obstacles in carrying out
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