ASCENT: Al-Bahjah Journal of Islamic Education Management

MANAJEMEN STRATEGI PEMASARAN PENDIDIKAN DALAM MENINGKATKAN KUANTITAS PESERTA DIDIK BARU DI MI AL MUSTHOFA KARIM TASIKMALAYA

2025-08-30T04:08:23+00:00

Competition among educational institutions requires madrasahs to implement marketing strategies that strengthen institutional image and attract new students. This study aims to analyze the implementation of educational marketing management strategies at MI Al Musthofa Karim Tasikmalaya and their relation to the increase in student enrollment. Employing a descriptive qualitative approach, data were collected through interviews, observations, and documentation, while data validity was ensured through triangulation of sources and techniques. The findings indicate that marketing strategies are executed through managerial functions consisting of planning, organizing, implementation, and monitoring–evaluation. Strategy implementation combines offline promotion—such as brochure distribution, school visits, religious activities, and door-to-door outreach—with online promotion via social media. Operationally, the strategies are reflected in the application of the Marketing Mix 7P, including integrated educational programs, affordable fees, varied promotional media, strategic location, competent human resources, transparent service processes, and visible physical evidence of institutional achievements. Supporting factors include teacher competence, community networks, distinctive programs, and accessibility, while inhibiting factors involve limited facilities, competition from public schools, technological constraints, and suboptimal coordination during school holidays. The results affirm that effective madrasah marketing depends not only on promotional activities but also on the alignment between service quality and communication strategies. Therefore, adaptive and well-managed marketing strategies contribute to strengthening institutional image and increasing new student enrollment at the Madrasah Ibtidaiyah level.

MEDIASI KONFLIK SEBAGAI SOLUSI TRANSFORMATIF UNTUK MENINGKATKAN IKLIM ORGANISASI DAN MUTU PENDIDIKAN

2025-11-09T14:51:30+00:00

This study examines the role of conflict mediation as a transformative approach to strengthening school organizational climate and improving educational quality. Using a literature review of 30 key scholarly sources, the study finds that conflicts within schools are not merely obstacles to progress but hold constructive potential when mediated effectively. Mediation fosters equal dialogue, interest alignment, and relationship restoration, enabling a shift from destructive to collaborative communication patterns. The findings indicate that well-implemented mediation processes enhance trust, psychological safety, and mutual respect within school communities—fundamental components of a healthy organizational climate. Such a climate contributes directly to increased teacher motivation and job satisfaction, improved instructional interactions, and the development of students’ socio-emotional skills, ultimately advancing educational quality in a sustainable manner. Although conceptual, this study makes a significant contribution by integrating conflict mediation, organizational climate, and educational quality into a coherent conceptual framework. The study recommends further empirical research to evaluate the measurable effectiveness of mediation programs in various school contexts as an organizational-based strategy for quality improvement.

MANAJEMEN PESANTREN RAMAH ANAK (STUDI KUALITATIF TENTANG PERAN PENGASUHAN DAN KEMUSYRIFAN DI PONDOK PESANTREN AL-BAHJAH CIREBON)

2025-11-04T09:02:53+00:00

Islamic boarding schools (pesantren) are increasingly required to provide a safe, humanistic, and violence-free learning environment in line with the paradigm of Child-Friendly Pesantren (CFP). This study analyzes how caregiving management and the musyrif system at Pondok Pesantren Al-Bahjah Cirebon are implemented to realize a CFP model grounded in the values of rahmah (compassion) and ta’dib (formation of proper conduct). Employing a qualitative case study approach, data were collected through participant observation, in-depth interviews, and document analysis, and examined using Miles, Huberman, and Saldaña’s interactive model. The findings show that all managerial functions—planning, organizing, directing, and controlling—are driven by compassion and moral cultivation, leading the caregiving process to prioritize moral awareness over punishment. Value-based planning is translated into a tiered musyrif structure; caregiving implementation manifests through role modeling, dialogic guidance, and psychological support via SiPePsi; while reflective supervision through muhasabah and hisbah protects students’ dignity and emotional well-being. The integration of values throughout the management cycle produces a rahmah–ta’dib-based CFP model that reinforces spiritual character and psychological resilience. The study enriches the theoretical discourse on value-based Islamic educational management and offers practical directions for strengthening musyrif training. Comparative and longitudinal studies are recommended to examine the model’s consistency across pesantren with different characteristics.

PERAN MANAJEMEN SUMBER DAYA MANUSIA UNTUK MENINGKATKAN KUALITAS LEMBAGA PENDIDIKAN ISLAM

2025-11-12T04:02:31+00:00

Human Resource Management (HRM) plays a strategic role in improving the quality and sustainability of educational institutions, including Islamic educational institutions that possess distinctive values and goals. This study aims to analyze the role of human resource management in enhancing the quality of Islamic educational institutions, particularly through the professional, systematic, and sustainable management of educators and educational staff. This research employs a qualitative approach using a library research method. Data were collected from scholarly journal articles, academic books, and official documents related to human resource management and educational quality, and were analyzed using content analysis through data reduction, thematic presentation, and conclusion drawing. The findings indicate that HRM significantly contributes to improving the quality of Islamic educational institutions through human resource planning, competency-based recruitment, continuous professional development of teachers, academic supervision, and systematic performance evaluation. Furthermore, HRM plays an important role in strengthening teacher professionalism and internalizing Islamic values such as integrity, responsibility, and work ethics within the organizational culture of educational institutions. However, the implementation of HRM still faces challenges, particularly limited resources and the lack of standardized performance evaluation systems. Therefore, strengthening strategic and quality-oriented HRM is essential to achieving sustainable quality improvement in Islamic educational institutions.

URGENSI PELATIHAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA DALAM MENINGKATKAN KINERJA LEMBAGA PENDIDIKAN

2025-11-23T13:25:40+00:00

Training and development of human resources (HR) play a strategic role in improving the performance of educational institutions amid policy changes and rapid technological advancement. The success of educational institutions is not solely determined by technological progress but is strongly influenced by the quality of educators and educational staff in managing learning processes and educational services. This study aims to examine the urgency of HR training and development as a strategy for enhancing institutional performance in education. The research employs a qualitative approach using a library research design by reviewing scholarly books, national and international journal articles, and relevant policy documents. Data were analyzed using descriptive qualitative analysis through thematic categorization, including concepts of HR training and development, their urgency in the digital era, and their implications for the performance of educational institutions. The findings indicate that training serves as a short-term, practical mechanism for improving operational competence, while HR development functions as a long-term strategic investment in preparing professional, adaptive, and competitive human resources. Systematically designed training and development programs through needs analysis, planning, implementation, and evaluation which contribute significantly to improving the quality of educational services and the effectiveness of institutional performance. Therefore, HR training and development should be positioned as an integral component of quality management in educational institutions to support sustainable performance improvement.