Human Resource Management Based on the PDCA Cycle to Enhance Lecturer Performance in Private Islamic Higher Education Institutions
DOI:
https://doi.org/10.58905/jse.v7i1.1.797Keywords:
Continuous Improvement, Human Resource Management, Lecturer Performance, PDCA, Private Higher EducationAbstract
Lecturer performance is the primary pillar of Tridharma quality in higher education, yet private Islamic colleges must improve it under limited resources. This study analyzes how the Plan-Do-Check-Act (PDCA) cycle is implemented in human resource management to improve lecturer performance at two private Islamic colleges in West Java, Indonesia: STIT At-Taqwa Ciparay and STIT Al-Ihsan Baleendah. A qualitative multi-site case study collected data from twelve informants through in-depth interviews, observation, and document review. The data were analyzed with the interactive model of data reduction, data display, and conclusion drawing, and trustworthiness was established through triangulation, member checking, and an audit trail. Planning involves workload analysis and the projection of scientific direction; implementation covers selective recruitment and professional development through kindness-based mentoring; evaluation uses the Lecturer Workload (BKD) report; and follow-up focuses on academic coaching and research assistance. The two institutions apply the same cycle through different instruments: Al-Ihsan evaluates quantitative output audited by its internal quality assurance system, whereas At-Taqwa relies on peer review and structured self-reflection. Both share two weaknesses: mentoring outcomes are not documented, and no baseline indicators exist against which year-on-year change could be demonstrated. The study concludes that consistent integration of the PDCA cycle supports organizational resilience and lecturer productivity, and that Act is the decisive stage, because evaluation without documented follow-up returns the cycle to its starting point rather than advancing it.
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