TESIS PENGEMBANGAN MODEL PROGRAM MAGANG UNTUK MENDAPATKAN DOSEN DI UNIVERSITAS AIRLANGGA

ADLN - Perpustakaan Universitas Airlangga

TESIS

PENGEMBANGAN MODEL PROGRAM MAGANG UNTUK MENDAPATKAN DOSEN DI UNIVERSITAS AIRLANGGA

Oleh DWI APRIYOGO

SEKOLAH PASCASARJANA UNIVERSITAS AIRLANGGA SURABAYA 2015

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PENGEMBANGAN MODEL PROGRAM...

DWI APRIYOGO


TESIS Untuk memperoleh Gelar Magister dalam Program Studi Pengembangan Sumber Daya Manusia pada Sekolah Pascasarjana Universitas Airlangga

Oleh DWI APRIYOGO NIM: 091224253001

SEKOLAH PASCASARJANA UNIVERSITAS AIRLANGGA SURABAYA 2015

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PENETAPAN PENGUJI TESIS

Tesis ini telah diuji oleh Panitia Penguji Tesis Pada Program Studi Sekolah Pascasarjana Universitas Airlangga Surabaya Pada tanggal: 18 Agustus 2015

PANITIA PENGUJI TESIS: Ketua

: Prof. Dr. Budi Prasetyo, Drs., M. Si.

Anggota

: Dr. Windijarto, Drs., Ec., MBA Dr. Kris Nugroho, Drs., MA

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SURAT PERNYATAAN TIDAK PLAGIAT

Dengan ini saya menyatakan bahwa tesis yang berjudul “PENGEMBANGAN MODEL PROGRAM MAGANG UNTUK MENDAPATKAN DOSEN

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UNIVERSITAS AIRLANGGA”, bagian atau keseluruhan tesis ini tidak pernah diajukan untuk mendapatkan gelar akademis pada bidang studi dan/atau Universitas lain dan tidak pernah dipublikasikan/ditulis oleh individu selain penyusun kecuali bila dituliskan dengan format kutipan dalam isi penulisan tesis. Apabila ditemukan bukti bahwa pernyataan saya tidak benar, maka saya bersedia menerima sanksi sesuai dengan ketentuan yang berlaku di Universitas Airlangga.

Surabaya, 19 September 2015

Dwi Apriyogo NIM: 091224253001

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SUMMARY A MODEL DEVELOPMENT BASED ON APPRENTICESHIP AND INTERNSHIP CONCEPTS FOR RECRUITING AND DEVELOPING LECTURER AT UNIVERSITAS AIRLANGGA

There are two types of lecturers at Universitas Airlangga. Those are adjunct lecturer and dosen tetap. Adjunct lecturer is lecturer who was recruited by Universitas Airlangga with annual contract. Dosen tetap is lecturer who was recruited by Ministry of Education of Indonesia and pointed to work at Universitas Airlangga. The recruitment of adjunct lecturers by departments and faculties is indicated as a strategy to screen or make a trial for potential candidates of lecturer. But, that strategy is facing an obstacle. The recruitment of dosen tetap is held by Ministry of Education of Indonesia. That means recruitment of dosen tetap is openly and fairly held. Faculties and departments at Universitas Airlangga cannot interfere in final decision of recruitment. Besides that, adjunct lecturer is unsatisfied with the lack of rights (salary, etc.) and commitment of university to elevate status from adjunct lecturer to be dosen tetap. Faculties and departments indirectly use the concepts of internship and apprenticeship in their strategy to recruit lecturer with Person-Organization Fit ability. The document which contains procedure of internship or apprenticeship as a strategy to recruit a fit lecturer to departments and faculties was not found at Universitas Airlangga. It means departments and faculties independently use that strategy. But, they cannot decide if adjunct lecturer will pass or not the recruitment test of dosen tetap. This research purpose is to develop an internship/apprenticeship model for recruiting and developing lecturer at Universitas Airlangga. Three groups of informant were interviewed about process of recruitment and development of lecturer at Universitas Airlangga. Those groups of informants are management office of Universitas Airlangga; faculties and departments; and young lecturers. This research also collected documents related to recruitment and development of lecturer at Universitas Airlangga. Four main variables are identified from document collections and interview transcripts. Those variables are recruitment plan; development process; evaluation process; and informants’ perspectives on existing recruitment and development system of lecturer at Universitas Airlangga. This research used inductive approach to analyze documents and interview transcripts. The findings shows that recruitment of an adjunct lecturer at Universitas Airlangga is held if departments needs a new lecturer. The purpose of that action is to fill gap among lecturer and student ratio in department or faculty. Besides that, that action is a strategy to recruit potential lecturer. Every departments and faculties in Universitas Airlangga have a different ways in attracting potential lecturer; promoting adjunct lecturer; and developing lecturer by registering lecturer to seminar or workshop. Universitas Airlangga is Perguruan Tinggi Negeri Badan Hukum (PTN BH). It means Universitas Airlangga could independently recruits dosen tetap Non-PNS. Dosen tetap Non-PNS has a similar rights and advantages with dosen tetap. But, Universitas Airlangga has to pay salary and allowance of dosen tetap Non-PNS. If that scheme works smoothly. It could be a solution to elevate adjunct lecturer to be dosen tetap NonPNS. In the end of this research, there is a recommendation model for recruitment and vi

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development of lecturer which formulated from concepts of internship and apprenticeship.

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ABSTRACT PENGEMBANGAN MODEL PROGRAM MAGANG UNTUK MENDAPATKAN DOSEN DI UNIVERSITAS AIRLANGGA

A new model which can leads Universitas Airlangga to manage a recruitment and development process of lecturers is needed. This is a respond to a problem which is facing faculties and departments in Universitas Airlangga. The existence of adjunct lecturers is a strategy of faculties and departments to develop a qualified and fit lecturers for faculties and departments. But, that strategy is hampered by a government regulation of lecturers’ open recruitment procedure and centralized decision making. This research also identified that there are many and different problems in managing recruitment and development of a lecturers in Universitas Airlangga despite of government regulation. Those problems are identified by interviewing stakeholders in process of recruitment and development of lecturers in Universitas Airlangga. Despite of interview method, this research also collects documents those are related to process of recruitment and development of lecturers. The documents and interview transcripts are analyzed by classified data in to three section. Those sections are planning a new lecturers; developing a lecturer; and evaluating a lecturers’ performance. Those sections are derived from internship and apprenticeship concepts. Those concepts are sources of a model that is result of this research. The findings shows that there are differences in strategy recruiting and developing new lecturer among faculties and departments in Universitas Airlangga. But, one for sure that faculties and departments has been developing a scheme of regenerating lecturer by recruit their best candidates to be adjunct lecturer first before participating in recruitment of lecturer held by government. This research also delivered a model based on internship and apprenticeship concepts for recruiting and developing lecturer in Universitas Airlangga. That model is a recommendation of strategy for Universitas Airlangga to cope with obstacles in recruiting and developing lecturer. Keywords: model, internship, apprenticeship, strategy, lecturer.

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DAFTAR ISI

Halaman Sampul Dalam ......................................................................................................

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Lembar Prasyarat Gelar Magister..........................................................................

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Lembar Pengesahan ..............................................................................................

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Lembar Penetapan Penguji Tesis ..........................................................................

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Surat Pernyataan Tidak Plagiat .............................................................................

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Summary ..............................................................................................................

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Abstract ............................................................................................................... viii Daftar isi ..............................................................................................................

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Daftar Tabel ......................................................................................................... xii Daftar Gambar ...................................................................................................... xiv BAB I PENDAHULUAN .....................................................................................

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I. 1. Latar Belakang Masalah ....................................................................

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I. 2. Fokus Penelitian.................................................................................

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I. 3. Tujuan Penelitian ...............................................................................

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I. 4. Manfaat Penelitian .............................................................................

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BAB II TINJAUAN PUSTAKA ........................................................................... 10 II. 1. Program Magang .............................................................................. 10 ix

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II. 2. Model ............................................................................................... 25 II. 3. Dosen ............................................................................................... 27 BAB III METODE PENELITIAN ........................................................................ 30 III. 1. Tipe Penelitian .............................................................................. 30 III. 2. Lokasi Penelitian ........................................................................... 30 III. 3. Populasi Penelitian ........................................................................ 31 III. 4. Teknik Penentuan Informan........................................................... 32 III. 5. Data yang Dibutuhkan ................................................................... 32 III. 6. Metode Pengumpulan Data ............................................................ 33 III. 7. Instrumen Penelitian ...................................................................... 33 III. 8. Metode Analisis Data .................................................................... 34 III. 9. Definisi Konsep ............................................................................. 34 III. 10. Keabsahan Data ............................................................................. 36 BAB IV HASIL PENELITIAN ............................................................................ 41 IV. 1. Gambaran Umum Universitas Airlangga ......................................... 41 IV. 2. Pengelolaan Dosen di Universitas Airlagga ..................................... 48 IV. 3. Perencanaan dan Pengadaan Dosen di Universitas Airlangga .......... 52 IV. 3. 1. Temuan Dokumen ............................................................. 53 IV. 3. 2. Temuan Data di Lapangan ................................................. 58 IV. 4. Pelaksanaan Pengembangan Dosen di Universitas Airlangga........... 85 x

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IV. 4. 1. Temuan Dokumen ............................................................. 85 IV. 4. 2. Temuan Data di Lapangan ................................................. 93 IV. 5. Evaluasi Dosen di Universitas Airlangga ......................................... 119 IV. 5. 1. Temuan Dokumen ............................................................. 119 IV. 5. 2. Temuan Data di Lapangan................................................. 122 IV. 6. Perspektif Informan Terkait dengan Sistem Perekrutan dan Pengembangan Dosen di Universitas Airlangga .............................. 127 BAB V. PEMBAHASAN ..................................................................................... 135 V. 1. Analisis Data .................................................................................... 135 V. 2. Rekomendasi Model Program Magang untuk Mendapatkan Dosen di Universitas Airlangga ................................................................... 154 BAB VI. KESIMPULAN, REKOMENDASI DAN SARAN ................................ 168 VI. 1. Kesimpulan ..................................................................................... 168 VI. 2. Rekomendasi................................................................................... 170 VI. 3. Saran ............................................................................................... 171 DAFTAR PUSTAKA LAMPIRAN

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DAFTAR TABEL

Halaman Tabel I. 1

: Keunggulan dan Kelemahan Dua Sumber Rekrutmen.....................

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Tabel II. 1

: Perbedaan Antara Internship Dan Apprenticeship ........................... 11

Tabel II. 2

: Desain Internship yang Baik........................................................... 17

Tabel II. 3

: Desain Apprenticeship yang Baik ................................................... 22

Tabel IV. 1 : Statistik Dosen di Universitas Airlangga per Juni 2015................... 47 Tabel IV. 2 : Matriks Peranan Tertata Perencanaan dan Pengadaan Dosen Kelompok Kantor Manajemen Universitas Airlangga .................... 62 Tabel IV. 3 : Matriks Peranan Tertata Perencanaan dan Pengadaan Dosen Kelompok Fakultas dan Departemen Eksakta ................................ 68 Tabel IV. 4 : Matriks Peranan Tertata Perencanaan dan Pengadaan Dosen Kelompok Fakultas Non-Eksakta................................................... 73 Tabel IV. 5 : Matriks Peranan Tertata Perencanaan dan Pengadaan Dosen Kelompok Departemen Non-Eksakta ............................................. 76 Tabel IV. 6 : Matriks Peranan Tertata Perencanaan dan Pengadaan Dosen Kelompok Dosen Eksakta .............................................................. 80 Tabel IV. 7 : Matriks Peranan Tertata Perencanaan dan Pengadaan Dosen Kelompok Dosen Non-Eksakta ...................................................... 83

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Tabel IV. 8 : Matriks Peranan Tertata Pengembangan Dosen Kelompok Informan Kantor Manajemen Universitas Airlangga ...................... 95 Tabel IV. 9 : Matriks Peranan Tertata Pengembangan Dosen Kelompok Informan Fakultas dan Departemen Eksakta .................................. 101 Tabel IV. 10 : Matriks Peranan Tertata Pengembangan Dosen Kelompok Informan Fakultas Non-Eksakta .................................................... 106 Tabel IV. 11 : Matriks Peranan Tertata Pengembangan Dosen Kelompok Informan Departemen Non-Eksakta ............................................... 113 Tabel IV. 12 : Matriks Peranan Tertata Pengembangan Dosen Kelompok Informan Dosen Eksakta................................................................ 117 Tabel IV. 13 : Matriks Peranan Tertata Pengembangan Dosen Kelompok Informan Dosen Non-Eksakta ........................................................ 124 Tabel IV. 14 : Matriks Peranan Tertata Evaluasi Dosen di Universitas Airlangga ...................................................................................... 123 Tabel IV. 15 : Matriks Peranan Tertata Kritik dan Saran Kelompok Informan....... 131 Tabel V. 1

: Jenjang Jabatan Akademik Dosen Tetap ......................................... 137

Tabel V. 2

: Aktivitas dalam Model Perekrutan dan Pengembangan Dosen di Universitas Airlangga .................................................................... 151

Tabel V. 3

: Aktivitas dalam Rekomendasi Model Program Magang untuk Mendapatkan Dosen di Universitas Airlangga ............................... 157

Tabel V. 4

: Contoh Peta Pengaruh Stakeholder ................................................. 165

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DAFTAR GAMBAR

Halaman Gambar II. 1

: Model Logis Dasar ..................................................................... 25

Gambar IV. 1 : Sistem Pengelolaan Dosen di Universitas Airlangga ................... 52 Gambar V. 1

: Model Perekrutan dan Pengembangan Dosen di Universitas Airlangga .................................................................................. 150

Gambar V. 2

: Rekomendasi Model Program Magang untuk Mendapatkan Dosen di Universitas Airlangga ................................................. 156

Gambar V. 3

: Perumusan Analisis SWOT ........................................................ 166

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TESIS PENGEMBANGAN MODEL PROGRAM MAGANG UNTUK MENDAPATKAN DOSEN DI UNIVERSITAS AIRLANGGA

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