Human Resources (HR) In Education Management

The development of science and technology today is growing along with the progress of the times. The existence of the development of science and technology has a major effect on lifestyles and human habits, especially if there is no filter or filter of various things as an impact of the development of science and technology, it will certainly affect the performance of every human being, including in education. Human resources have a big role in the implementation of education. Education which is a process cannot be separated from the role of human resources because one of the important aspects is human resources themselves. In addition, humans always play an active role in every activity of the organization, because humans sometimes become planners, actors, and determinants of the realization of organizational goals. Objectives are not possible without the active role of employees even though the tools of the company are sophisticated. This also applies in the world of education, because more specifically the learning process played by educators cannot be replaced by technology. To make human resources function more effectively and efficiently, good management is needed, starting from planning to the final stage in the management function. Discussing the existence of human resources (HR) in educational organizations is a natural thing because in the process of education human resources (HR) have a large role both in terms of administrative and operational. Human resources (HR) need to be managed properly so that they can play roles according to their functions. That is why the need for human resource management (HR). The word management comes from Latin, namely from the origin of the word manus which means hand and agree which means to do. The words are combined into manager verbs, which mean handling. Managers is translated into English in Abstract

I. Introduction
The development of science and technology today is growing along with the progress of the times. The existence of the development of science and technology has a major effect on lifestyles and human habits, especially if there is no filter or filter of various things as an impact of the development of science and technology, it will certainly affect the performance of every human being, including in education. Human resources have a big role in the implementation of education. Education which is a process cannot be separated from the role of human resources because one of the important aspects is human resources themselves. In addition, humans always play an active role in every activity of the organization, because humans sometimes become planners, actors, and determinants of the realization of organizational goals. Objectives are not possible without the active role of employees even though the tools of the company are sophisticated. This also applies in the world of education, because more specifically the learning process played by educators cannot be replaced by technology. To make human resources function more effectively and efficiently, good management is needed, starting from planning to the final stage in the management function. Discussing the existence of human resources (HR) in educational organizations is a natural thing because in the process of education human resources (HR) have a large role both in terms of administrative and operational. Human resources (HR) need to be managed properly so that they can play roles according to their functions. That is why the need for human resource management (HR).
The word management comes from Latin, namely from the origin of the word manus which means hand and agree which means to do. The words are combined into manager verbs, which mean handling. Managers is translated into English in Abstract Human resources (HR) has a significant role in every activity in an institution including educational institutions. Human resources (HR) must be able to be managed or managed properly in accordance with their functions so that these human resources (HR) can play a role in accordance with their duties and functions in the institution they are in. Human resource management is a very important aspect in the education process in general. Therefore functions in the management of human resources must be carried out optimally so that the needs relating to the goals of individuals, organizations / institutions, organizations or institutions can be achieved. Besides that, with good human resource management procedures, it is expected that the shortcomings and problems faced by the Indonesian nation, which are related to competitiveness, can be overcome.
Keywords human resources; leadership; educational organizations the form of verbs to manage, with the noun management, and managers for those who carry out management activities. Finally, management is translated into English into management and management1. Management comes from the word "to manage" which means to manage, regulate, drive, control, handle, manage, organize, run, carry out, lead2. In the book written by Made Pidarta explained that in Terry's opinion, "management is a district process consisting of planning, organizing, actuating, and controlling, performed to determine and accomplished stated objectives by the use of human beings and other resources" management is a process certain consisting of planning, organizing, mobilizing, and supervising, which is carried out to determine and achieve the goals set by using human / people and other resources. Marry Parker Follet defines management as the art of getting work done through people. This definition means that a manager is tasked with managing and directing others to achieve organizational goals. James Stoner Ricky defines management as a process of planning, organizing, leadership and controlling the efforts of organizational members and the use of all organizational resources to achieve the goals set effectively and efficiently.
Harold Koonts and CirylO'Donel define management as an effort to achieve a certain goal through the activities of others. Thus the manager coordinates the number of activities of others which include planning, organizing, placement, direction, and control. In addition, Andrew F. Sikula argues that management is generally associated with the activities of planning, organizing, controlling, placing, directing, motivating, communicating and making decisions by each organization with the aim of coordinating the various resources owned by the company so that an efficient product or service will be produced. Suhardan et.al argued that education management is a management process in implementing educational tasks by efficiently utilizing all resources to achieve goals effectively. According to Mulyasa, education management is a system of management and structuring of educational resources, such as education personnel, students, communities, curriculum, funds (finance), educational facilities and infrastructure, governance and educational environment. Therefore in the study of learning management or education management is divided into two groups namely. (a) Administrative management that focuses on planning, organization, guidance, direction, coordination and supervision activities, and communication. (b) Operational management that focuses on administrative, staffing, financial, and school relations with the community.
Educational management is an arrangement in the field of educational work carried out through planning, organizing, staffing, coaching, coordinating, communicating, motivating, budgeting, controlling, controlling, controlling, evaluating and reporting activities systematically to achieve quality educational goals. From the various statements above, a conclusion can be drawn that education management is a system of management and utilization of all educational resources to carry out systematic and systemic cooperation processes so that effective education implementation can be realized and efficient in order to realize the national education goals that have been aspired.

Human Resource Management (HR)
In English, Human Resource Management (HR) is called "Human Resource man agreement" which in short becomes HRM.8 Human beings are part of the resources needed by the company / organization. However, there are still many management policies that do not pay attention to the importance of the role of human resources, so from this understanding I can analyze that the policy company still does not pay attention to the interests of human resources. Human resource management is a very important aspect in the education process in general. Therefore functions in the management of human resources must be carried out optimally so that the needs relating to individual, organizational / institutional, organizational or institutional goals can be achieved. Besides that, with good human resource management procedures, it is expected that the shortcomings and problems faced by the Indonesian people, who are related to competitiveness, can be overcome.
Here are some expert views on the concept of personnel management: (a) Edwin B. Flippo, stated that personnel management is the process of planning, organizing, directing and controlling the procurement of labor, development, compensation, integration, maintenance and termination of employment with a view to achieving the goals or objectives of individuals, organizations, and the community their work or work relationship. (b). Andrew F Sikula, stated that staffing administration is the placement of people into an organization / institution. Implementation of human labor is the procurement, maintenance, placement, indoctrination, training and education of human resources. (c) John B. Miner and Mary Green Miner, stated that personnel management is defined as a process of developing, implementing, and evaluating policies, procedures, methods, and programs relating to individual employees in the organization. Michel J. Julius, stated that personnel management is the field of management which is related to the planning, organizing, and controlling various functions of procurement, development, maintenance, and utilization of labor so that (1) the purpose for which the association is established and achieved efficiently and effective, (2) the goals of all employees are served to an optimal level, (3) the goals of the community are taken care of and served well.
Human resource management can be defined as a process and effort to develop, motivate, and evaluate the overall human resources needed by the company in achieving its objectives. This understanding includes starting to choose anyone who has the qualifications and suitable to occupy a position in an organization (the right man on the right place) as required by an institution or organization to how to make this qualification can be maintained even increased and developed from time to time. Because human resource management is an ongoing process, in line with the education process, attention to human resources can have a special place in educational organizations. In the company's organizational structure (as a comparison with educational institutions), especially medium and large companies, in addition to the chief director, the part responsible and functioning as managing human resource affairs is the human resources department, or commonly known asthe personnel part, so from that understanding I can analyze that human resource management is a process in which the process must develop, motivate, and evaluate the overall human resources so that a company can achieve its goals or objectives.
In general, what is meant by human resources is: a. Human resources are people who work in an organizational environment (often referred to as personnel, labor, employees or employees) b. Human resources are human potential as the activator of an organization in realizing its existence. c. Human resources are potentials and are assets and function as capital (non-material / non-financial) in the organization, which is realized as physical and non-physical potential in realizing the existence of the organization. Human resource development is an effort to develop the quality or ability of human resources through the process of planning education, training and management of personnel or employees to achieve an optimal result (Notoatmodjo in Sulasmi, 2020) Basically, the function of the personnel department is to plan the concept of extension, development and improvement of the quality of human resources needed by the company. Policies relating to labor regulations, recruitment qualifications, and career development from sending labor to attend training to continuing studies, incentive programs or bonuses for labor are the main functions of this personnel. So from this understanding I can analyze that management is a process to improve a company which here must involve its workforce for labor policy itself which includes qualifications, estimates and developers for the process of activities both managing, managing, and planning in order to facilitate the achievement of goals that have been set by utilizing existing resources. In addition, human resource management (HR) is part of management. Therefore, general management theories form the basis of the discussion. Management (HR) focuses its discussion more on regulating the role of humans in realizing optimal goals. This regulation covers the problems of planning, organizing, directing, controlling, procuring, developing, compensating, integrating, maintaining, disciplining, and terminating workers to help realize the goals of the organization / institution, employees, and the community. Thus it is clear that human resource management (HR) is a process starting from planning, organizing, directing, controlling, procuring, developing, compensating, integrating, maintaining, disciplining, and lying off workers to help realize the goals of the organization / institution, employees, and society, all of which are processes that have a large role in achieving the desired goals.
The functions of human resource management include planning, organizing, mobilizing, controlling, procuring, developing, compensating, integrating, maintaining, disciplining, and terminating company needs in helping the realization of goals. (a) Organizing, is an activity to organize all employees by determining the division of labor, work relations to achieve goals. (b) Directing (directing), is the activity of directing all employees, so they want to work together and work effectively and efficiently in helping the achievement of company, employee, and community goals. (c) Control (controlling), is the activity of controlling all employees, so that they comply with company regulations and work according to plan. (d) Procurement (procurement), is the process of withdrawal, selection, placement, orientation, and induction to get employees in accordance with company needs. (e) Development (development), is the process of improving technical, conceptual, and moral skills of employees through education and training. The education and training provided must be in accordance with current and future employment needs. (f) Compensation (compensation), is the provision of direct and indirect services, money or goods to employees as compensation for services provided to the company. (g) Integration (integration), is an activity to unite the interests of the company and the needs of employees, so as to create harmonious and mutually beneficial cooperation. (h) Maintenance (maintenance), is an activity to maintain or improve the physical, mental, and loyalty of employees, so that they will continue to work together until retirement. (i) Discipline, is the most important function of management of human resources and the key to the realization of goals because without good discipline it is difficult to realize maximum goals. Dismissal (separation), is the termination of a person's employment relationship from a company.

Scope of HR Management
Human resource management (HR) is part of management. Therefore, general management theories form the basis of the discussion. HRM is more focused discussion about regulation of the role of humans in realizing optimal goals. This regulation covers the problems of planning, organizing, directing, controlling, procuring, developing, compensating, integrating, maintaining, disciplining, and terminating workers to help realize the goals of the organization / institution, employees, and the community. The following are the scope of HR management in SBM which includes: Employee planning, Employee planning is an activity to determine employee needs, both quantitatively and qualitatively for the present and the future. A good and precise personnel plan requires complete and clear information about the work or tasks that must be performed in the organization. Therefore, before preparing a plan, job analysis and job analysis are carried out to obtain a job description. This information is very helpful in determining the number of employees needed, and also to produce job specifications. This position specification provides an overview of the minimum quality of employees that can be accepted and who need to carry out work as it should. It can be concluded that the human resource planning process is a way to set goals and implementation guidelines and is the basis for employee control.

The Purpose of Human Resource Planning
The following are some of the objectives of human resource planning which include: (a) to determine the quality and quantity of employees who will fill all positions in the organization / institution. (b) To guarantee the availability of labor now and in the future, so that every job there is someone who does it. (c) To avoid miss management and overlapping in the implementation of tasks. (d) To facilitate coordination, integration, and synchronization so that work productivity increases. (e) To avoid or overburden employees. To be a guideline in determining the program of withdrawal, selection, development, compensation, integration, maintenance, discipline, and dismissal of employees.

Human Resource Planning Procedure
The following are some human resource planning procedures which include: (a) clearly define the quality and quantity of human resources needed. (b) Collecting data and information about HR. (c) Grouping data and information and analyzing it. (d) Establish several alternatives.(e) Choose the best from the available alternatives into a plan. (f) Inform employees of the plan to be realized. With the established procedures, it is expected that in the process of human resource planning avoiding unwanted mistakes.

Procurement of Employees
Employee procurement is an activity to meet the needs of employees at an institution, both in number and quality. To get employees according to their needs, recruitment activities are carried out, which is an effort to find and get as many prospective employees who meet the requirements as possible, to then be selected the best and qualified candidates. For this purpose, selection is needed, through oral, written, and practical examinations. But sometimes, in an organization, the procurement of employees can be brought in internally or from within the organization, whether through promotion or transfer. This is done if the formation is empty a bit, while in other parts there are excess employees or are already prepared. Procurement of employees must be based on what principles are new, what does it mean we must first determine the jobs based on job descriptions. Who does it mean we are just looking for the right people to occupy the position based on job specifications. Recruitment of prospective employees should be done well, so that employees are accepted in accordance with the needs of the work to be done.
The following is the process or steps taken in the procurement of employees which include: (a) Forecasting workforce needs is intended so that the amount of workforce needs of the present and future in accordance with the workload, vacancies can be avoided and all work can be done. (b) Recruitment is the process of finding and binding workers to get a number of applicants from various sources, according to the qualifications required by an organization or institution. (c) Selection is the first effort that must be done by organizations / institutions to get qualified and competent employees who will serve and do all the work in the organization / institution. The selection must be conducted honestly, carefully, and objectively so that the employees who are accepted are truly qualified to hold positions and carry out the work, so that coaching, developing, and managing employees become easier. (d) Employee placement, orientation, and induction is a follow-up to selection, which is to place prospective employees accepted (pass the selection) in positions / jobs that require it and at the same time delegate authority to that person. Appropriate employee placement is one of the keys to obtaining optimal work performance from every employee in addition to work morale, creativity and initiative will also develop. Orientation or introduction for each new employee must be made to state that they are truly accepted with open arms as employees who will work together with other employees in the organization / institution. With the orientation can be overcome doubts, awkwardness, and new employees arise confidence in doing their work. Employee induction is an activity to change the behavior of new employees so they adjust to the rules of organization / institution. Induction is basically the job of the direct supervisor of the employee concerned so that the new employee realizes that he must obey the rules of the organization / institution and do his duties properly. It can be concluded that the procurement of employees includes the process of withdrawal, selection, placement, orientation and induction to get effective and efficient employees to help achieve the goals of the organization / institution.

Employee Development and Development
The organization always wants its personnel to carry out their duties optimally and contribute all their abilities to the interests of the organization, and work better from day to day. Besides that, the employee himself, as a human being, also needs improvement and improvement in him, including in his duties. In this regard, the function of developing and developing employees is a function of managing personnel that is absolutely necessary, to improve, maintain and improve employee performance. This coaching and development activity does not only concern the ability aspect, but also involves the career of the employee. Employee development is considered increasingly important because of the demands of work or position, as a result of technological advances and increasingly intense competition among similar organizations / institutions. Each organization / institution personnel is required to be able to work effectively, efficiently, and the quality and quantity of their work is good so that the competitiveness of the organization / institution is greater. This development is carried out for non-career and career purposes for employees (new or old) through training and education, It can be concluded that the development and development of employees (education and training) needs to be done by each organization / institution because it will provide benefits to the organization / institution, employees, and the consumer community.

Promotion and Mutation
Promotion is a move that increases employee authority and responsibility to a higher position in an organization so that the obligations, rights, status, and income are even greater. Promotion means that there is trust and recognition regarding the ability and ability of the employee concerned to occupy a higher position. That way employees will be encouraged to work hard, be enthusiastic, be disciplined, and achieve work so that the goals of the organization / institution can be optimally achieved. One of the follow-up actions taken from the results of employee performance appraisal is employee mutation. Because the employee performance appraisal will be known employee skills in completing job descriptions that are charged to him. This mutation must be based on the achievement index that can be achieved by relevant employee. It can be concluded that mutations are included in the employee development function, because the aim is to improve work efficiency and effectiveness in organizations / institutions. After obtaining and determining the prospective employee to be accepted, the next activity is to make the prospective employee become a legitimate member of the organization so that he has rights and obligations as a member of the organization / institution. In Indonesia, for civil servants, promotions or first appointments are usually appointed as civil servants with a probation period of one or two years, then take pre-service training and after graduation are appointed full civil servants. After the appointment of employees, the next activity is placement or assignment.

Dismissal of employees
Termination is the termination of employment of an employee of an employee with an organization / institution. With dismissal, it means the end of employee work engagement with the organization. Dismissal of employees is a personnel function that causes the release of organizations and personnel from the rights and obligations as a workplace institution and as an employee. In relation to education staff in schools, especially Civil Servants the reasons for terminating these employees can be grouped into three types, namely: (a) Termination at own request. (b) Dismissal by the department and the government, (c) Termination of other causes.Dismissal at the request of the employee himself, for example due to a change of employment aimed at improving the lot Dismissal by the department or government can be done for the following reasons: (a) The employee concerned is incompetent and does not have the ability to carry out his duties properly. (b) Streamlining or simplifying the organization. (c) Rejuvenation, usually employees who are 55 years old and are entitled to retire must be dismissed within one year. (d) Not healthy spiritually and physically so that they cannot carry out their duties properly. (e) Committing an offense so that he is sentenced to prison or confinement. (f) Breaking a civil servants oath or promise.

Compensation
Compensation is a remuneration provided by the organization to employees, which can be valued in money and has a tendency given permanently. Provision of compensation other than in the form of salary can also be in the form of benefits, housing facilities, vehicles, and others. This compensation is no longer seen as satisfying material needs but has been linked to human dignity and dignity.

Employee Assessment
To see whether employees who are trained and developed benefit from what they do, it is necessary to evaluate or evaluate their achievements. Work performance is the result of quality and quantity of work achieved by an employee in carrying out their duties in accordance with the responsibilities given to him. For the assessment of education personnel is focused on individual achievement and participation in school activities. For employees, assessment is useful as feedback on various things, such as ability, fatigue, lack, and potential which in turn is useful for determining goals, paths, plans, and career development. For schools, the results of performance appraisal of education staff are very important in making various decisions, such as identification of school program needs, acceptance, selection, introduction, placement, promotion, reward systems, and other aspects of the overall effective process of human resources.
It can be concluded that absolute employee assessment must be done to find out the achievements that each employee can achieve. The results of the assessment can be used by organizations / institutions in determining further policy actions.
In the field of educators and education personnel, school education units carry out programs with the following management standards: (1) Schools / madrasas arrange educational empowerment programs and education personnel. (2) Educator and educational empowerment program: (a) Compiled by taking into account the standards of educators and education personnel; (b) Developed in accordance with the conditions of the school / madrasas including the distribution of tasks, overcome when there is a shortage of personnel, determine the reward system, and professional development for each educator and education staff and apply it professionally, fairly, and openly. 1. The appointment of additional educators and education staff is carried out based on the provisions stipulated by the administration of schools / madrasas. 2. Schools / madrasas need to support efforts: a. Promotion of educators and education personnel based on the principles of expediency, appropriateness, and professionalism; b. Development of education and education personnel who are systematically identified according to individual aspirations, curriculum needs and schools / madrasas; c. Placement of education staff is adjusted to the needs of both the number and qualifications by setting priorities; d. The transfer of educational staff from one position to another is based on an analysis of the position followed by the orientation of the task by the highest school / madrasah leadership which is carried out after four years, but can be extended based on reasons that can be accounted for, while for additional educational staff there is no mutation. 3. Schools / madrasas utilize: a. School / madrasah principals carry out their duties and responsibilities as leaders of school / madrasah management; b. Deputy Principal of SMP / MTS carries out their duties and responsibilities as an assistant to the principal of the school / madrasa. c. Deputy head of SMA / SMK, MA / MAK in the field of curriculum performs their duties and responsibilities as an assistant to the head of the school / madrasah in managing the curriculum field; d. Deputy head of SMA / SMK, MA / MAK in the infrastructure sector carries out its duties and responsibilities as an assistant to the school principal / madrasa in managing infrastructure; e. Deputy Principal of SMA / SMK, MA / MAK in the field of students carrying out their duties and responsibilities as an assistant to the principal of the school / madrasah in managing students; f. Deputy Head of Vocational School for Industrial Relationsindustry world; g. The teacher carries out his duties and responsibilities as a learning agent that motivates, facilitates, educates, guides, and trains students so that they become qualified human beings and are able to actualize their human potential optimally; h. Counselors carry out their duties and responsibilities in providing guidance and counseling services to students; i. The trainer / instructor carries out his duties and responsibilities providing technical training to students in training activities; j. Library staff carry out their duties and responsibilities implementing the management of learning resources in the library; k. Laboratory personnel carry out their duties and responsibilities to help teachers manage practical activities in the laboratory; l. Learning resource technicians carry out their duties and responsibilities in preparing, maintaining, improving learning facilities and infrastructure; m. Administrative staff carry out their duties and responsibilities in carrying out administrative services; n. Cleaning staff carry out their duties and responsibilities in providing environmental cleaning services.
With the stipulation of the standard implementation of the management program of educators and education, schools have guidelines in implementing and developing programs that have been prepared by the school. With this case the principal's job as a manager of human resources (HR) is not an easy job because the principal is required to work on the management of educational staff to help smooth the SBM in the school they lead.

V. Conclusion
Human resources (HR) are important aspects in every activity in an institution or organization. Human resources (HR) can function optimally if managed properly. Therefore management is needed. Human resource management is a very important aspect in the education process in general. Therefore functions in the management of human resources must be carried out optimally so that the needs relating to individual, corporate, organizational or institutional goals can be achieved. Human resource management (HR) is a process related to the implementation of management functions or human resource management which is directly submitted to the school education unit to be developed in accordance with the potential of the school. The scope of human resource management (HR) includes (1) employee planning, (2) employee procurement, (3) employee development and development, (4) promotion and transfer, (5) employee dismissal, (6) compensation and (7) employee evaluation. All of that needs to be done properly and correctly so that what is expected can be achieved, namely the availability of education staff needed with appropriate qualifications and abilities and can carry out good and quality work.


s2fieldsofstudy:
Education
Computer Science

text:
Designing Intelligent System for Arabic Instructor Performance Evaluation

Instructor evaluation is an important field in the educational process because it develops the level of instructor which can improve the educational level of students consequently. In this work, intelligent techniques are used for instructor performance evaluation in Arabic. This study used group of Arab lecturers through YouTube websitefor testing this system. The proposed system converts instructor's speech (system inputs) to text, and then analyzes the text to extract related knowledge for instructor evaluation that depends on a set of criteria, finally provides advice to the instructor (system outputs). Experimental results demonstrate the effectiveness of the proposed system in instructor performance evaluation. The proposed system can improve reliability and efficiency of instructors’ performance; provide the basis for performance improvement that will affect students’ academic outcomes.

INTRODUCTION
While the most research concentrated on improving the presentation of understudies and building up the educational program, notwithstanding every one of the components that influence the instructive procedure, there are barely any kinds of research that have been proposed for educator Performance evaluation.
Performance evaluation has been characterized as an efficient procedure of assessing an individual specialist's activity execution and viability in connection to certain pre-set up criteria and hierarchical destinations [1 -2].As indicated by Keifer, evaluation is the way toward looking at and rating of a subject, in view of its significant highlights [3]. While, evaluation in instruction can be alluded to as the deliberate assurance of legitimacy, worth, and importance of a learning procedure by utilizing a few criteria against a lot of guidelines or an efficient securing and appraisal of data to give valuable input about some item [4][5].The two definitions concur that evaluation is a precise Undertaking. Also, the term 'item' or 'subject', here, could be a program, arrangement, innovation, individual, need, or action. Be that as it may, the later definition underlines getting and surveying data since all assessment work includes gathering and filtering through information, making decisions about the legitimacy of the data and of derivations got from it.As per Nakpodia, evaluation is an intercession system that has gotten huge consideration in scholarly, business and political circles for data gathering process, finding out the choice to be made, choosing related data, gathering and investigating data to report a synopsis of information helpful for leaders in determination among options [6]. Specialists at various levels have proposed and utilized wide-going ways to deal with assessing educators' presentation. Notwithstanding, the effectiveness and reliability of old style strategies have been questionable. Thus, there was no standard strategy or modernized answer for assessing educators' presentation that catches the mind boggling nature of the craftsmanship and study of instructing and learning framework in organizations [7][8][9][10][11].
So Instructor Evaluation is a significant field in instructive procedure since it builds up the degree of teacher which can improve the instructive degree of understudies and in the instructive procedure when all is said in done. Ola and Pallaniappan [12] utilized coordinated displaying and smart strategy for an evaluation of teachers' execution in higher foundations of learning, and proposed a perfect count and formed a structure framework which is appropriate for anticipating educators' exhibition.
Ahmadi and abadi [13] broke down the presentation of conclusive instructor evaluation and introduced the result which is cultivated using WEKA (Waikato Environment for Knowledge Analysis) apparatus. It is a prevalent suite of AI programming written in Java, created at the University of Waikato, New Zealand. Information used as a piece of their examination were 104 records on teacher's practices in the study hall with information mining calculations such Association Rule and decision trees (j48). The rightness of rules relies upon an assortment of informational indexes and factual occasions which can change. Be that as it may, information mining devices, for example, WEKA can close assortment results that help training chiefs in colleges. These outcomes will be used by directors as a piece of basic leadership to submit new teachers and continue with picked old instructors.
Mardikyan and Badur [14] directed an investigation to comprehend the key elements influencing the showing execution of the educators and recognizing the components related with the showing execution, during the period 2004-2009. They utilized two distinct information mining systems; stepwise relapse and choice trees. The educator frames of mind are the most significant factor to clarify the teachers' showing execution, which are fundamentally estimated by the evaluation procedure. Likewise, the participation of the understudy is another significant factor that effects emphatically the presentation of the teacher. Subsequently, the teachers that pull in more understudies to the classes are evaluated even more successfully.
On different hands basic reason for good practice in assessment is the presence of clear and quantifiable criteria which must be reliably applied by capable (prepared and experienced) evaluators [15]. This requires the advancement of express rules about what is normal from proficient practice. These criteria are relying upon the expressions of the speaker during his talk. The words are characterized into classes, for example, (positive concepts, communication with students, examples, jokes, content of lecture). Among the methods used to remove words from the teacher's discourse (his lecture), is the keyword spotting system.
Keyword spotting system (KWS) is an innovatively relevant issue, which assumes a critical job in sound ordering and discourse information mining applications [3]. KWS is additionally utilized for finding events of the watchword in discourse signal [4]. This issue resembles discourse acknowledgment, yet the extra flag around the expressions of intrigue must be dismissed. In light of that is viewed as keyword spotting system is to perceive the nearness of a little arrangement of pre-decided words in a persistent stream of discourse. The procedure incorporates perceiving picked watchwords in discourse articulations containing unessential (out of vocabulary) discourse and commotion [5].
Keyword spotting techniques can be separated into two classes: speaker dependent and speaker independent. speaker dependent systems, models are made for a specific speaker and in this way are not planned to work for various speakers. Speaker independent systems should be progressively nonexclusive and therefore require increasingly complex structure. Discourse catchphrase spotting frameworks will in general be considerably more confounded as a result of the enormous variety of articulations, even from a similar speaker, contingent upon the specific circumstance and temperament of the speaker [17].
In this work, the proposed system uses keyword spotting system (speaker dependent) for Arabic instructor evaluation and gives a set of advices for improving the performance of instructor. The keyword spotting system has been designed by using MFCC and Hamming Distance (HD) technique for Continuous Speech Recognition of Arabic Language.

METHODOLOGY
The proposed framework involves the accompanying parts: A. keyword spotting system; B. instructor evaluation by set of criteria, as appeared in Figure 1.

Keyword Spotting System
The keyword spotting system used to remove the nearness of a little arrangement of pre-decided words in a ceaseless stream of discourse. The keyword spotting system comprises of two stages: (1) preparing stage; (2) testing stage. The accompanying part delineates the preparation stage in subtleties as shown in Figure 2.

Preparing stage
Preparing phase includes a set of steps as shown in Figure 3, which illustrates a block diagram of this phase. The explanation of this module is to change over the speech waveform to some kind of parametric portrayal (at an impressively lower data rate) for further examination and handling. This is regularly alluded to as the sign handling front end. The discourse sign can be characterized as a moderate time shifting sign (it is called semi stationary). At the point when it was inspected over an adequately brief timeframe (somewhere in the range of 5 and 100 millisecond), we found that its qualities are genuinely stationary. Be that as it may, over significant stretches of time (on the request for 1/5 seconds or more) the sign attributes change so as to mirror the diverse discourse sounds being spoken. In this manner, the brief timeframe ghastly investigation is the most widely recognized approach to depict the speech signal [18]. Truth be told, MFCC is widely utilized in discourse acknowledgment framework predominantly for three reasons: (1) the cepstral highlights are pretty much symmetrical as a result of the Discrete Cosine Transform (DCT), cepstral mean division, (2) to kill static channel commotion, and (3) it is a lesser measure of delicate to added substance clamor than licensed Professional Clinical Counselor (LPCC) [19][20][21][22][23][24][25].
As shown in Figure 4, MFCC consists of six computational steps. Each step has its function and mathematical approaches as discussed briefly in the following [20][21][22][23]:

Fig 4. Block diagram of MFCC process
After the finish of highlight extraction process, which is the initial segment of the preparation stage, the information was spared in the database to be utilized in limit esteem assessed; which considered as a second piece of the preparation stage, the accompanying area shows the threshold value estimated in details.

Threshold value estimation:
Legitimate thresholding is imperative to keep up the exchange off among review and accuracy. Utilizing one threshold of the limit for all watchwords brings about in general lackluster showing. Subsequently, the threshold for every keyword is diverse [26].
The threshold is resolved for each word using 10 utterances to single word from 10 unique speakers, for example, the web, and two distinct words, for example, as and look. These words were picked due to their terms being roughly the equivalent. The objective was to decide a limit of disparity for perceiving the watchword web ward of the speaker from the above rundown of 12 expressions. This edge must yield as hardly any bogus positive and bogus negative acknowledgment scores as workable for the chose set of articulations. When the edge set up for a catchphrase, the equivalent can be utilized for recognizing its essence among different expressions [27].
The Hamming Distance is a number used to signify the distinction between two double strings. It is a little bit of a more extensive arrangement of recipes utilized in data investigation. In particular, Hamming's equations enable PCs to identify and address mistake individually. Hamming's augmentations to data innovation have been utilized in such advancements as modems and smaller plates. [28]: The Hamming distance between two vectors, , and, of N elements, each was carried out for each pair of normalized features.TheHamming distance between A and B given by:  The length of each utterance was calculated using the length function and the resulting data stored in the database. Table 2, Shows the list of the used attributes.

A. Instructor performance evaluations
Modern educational organizations start developing and enhancing the educational system increasing their capability to instructors' performance evaluation. Instructor evaluation incentives the basis for school or university reforms has recently attracted considerable attention and support from researchers and policy makers [31][32]. In this section, instructor evaluation is done through a set of criteria. as shown in Figure 6.

Evaluation Pattern (criteria)
Powerful training starts with a comprehension of what individuals resemble, how they carry on and learn, and what issues they face. The region is resolved to graduate proficient grown-ups who are independent, self-trained and deep rooted students. In its initial applications, colleges and universities utilized the aftereffect of assessments to screen showing quality and to assist educators with improving their showing viability [33].In this investigation, teacher assessment is prepared by set of criteria that have expressed in [33-  Implementing the lesson plan effectively (content of lecture).


Respecting and concerning with students (positive concepts).


Using sense of humor (jokes).
Before the finish of this segment, the proposed framework Gives the educator a lot of counsel which depend on the assessment criteria to improve his presentation.

EXPERIMENTAL WORK
The Tests incorporates 400 sounds from two teachers (speaker dependent system), these sounds comprise of 80 catchphrases, and each word has 5 articulations from 5 unique speakers. The proposed framework is executed utilizing: MATLAB R2012a for discourse preparing and structures the Graphical User Interface (GUI), Microsoft SQL for making the database and WavePad Sound Editor for sound altering and split the sound in the preparation stage.
The system can interact with instructor through GUI to enter the lecture data in the database. The data includes lecture name, lecture duration, the number of keywords that must be present in a lecture for each criterion, according to the requirements of each lecture. The accuracy of the keywordspotting algorithm computed for each keyword using the equation below.

Accuracy = (4)Where
Hits: a keyword is detected where it is actually present, False negative: a keyword is not detected even where it is present, False positive: a keyword is detected where it is not present [17].
The detection rate varies from keyword to keyword. Below is a table illustrates the results obtain in experiments carried out with different keywords. GUI of the testing phase, that enables users to select the audio file of lecture and determine course name then use test button to display the output results.The instructor was evaluated according to the evaluation criteria as shown in figure 7.    Fig.9 shows a comparison of two lectures for one instructor to check the veracity of the instructor evaluation. The instructor's percentage in each criterion is saved in the database.

Fig 9. comparison of two lectures
After testing some lectures for each instructor, the GUI of instructor evaluation will displays "show advice" button to produce advice for instructor as illustrated in figure 10.   Fig 10. GUI of instructor evaluation with "النصائح" button by pressing "show advice" button, a set of advice for the instructor is displayed, also we can select another instructor for displaying his advice. Fig.11, shows advice GUI of each instructor  fig. 8 we can press "show advice" button, a set of advice for the instructor is displayed but by English language.

CONCLUSION
In this paper, the proposed system for Arabic instructor performance evaluation was produced. The system recognizes keywords from continuous speech; classify keywords and evaluates instructor by a set of evaluation criteria. The system provides the instructor with a set of advice for improving his performance.On the other hand, using Hamming Distance (HD) technique has reduced the actual processing time in the test phase.
It is worthy to say that evaluation will optimize students' academic outcomes and improve the standard of education.
Consequently, this will contribute to the achievement of the goals and objectives whichare defined in the vision and mission of the new education reform agenda.


Plyometric Training Methods and Hand Eye Coordination on Volleyball Smash Skills in Sport Education Students, Tadulako University

This study aims to determine the impact of the plyometric training method and hand eye coordination on the volleyball smash ability in the sports education students Tadulako University. This research method uses an experiment of treatment by level 2x2 design. The population in this study was 160 students of the sports education study program. Sampling in this study using a randomized group design technique, namely by means of 160 populations randomized and taken 110 samples then tested with the coordination of his hand. This means that in determining this sample of 160 students from a significant level of 5% there are 110 students. The result of this study indicate that: (1) there is a significant difference in influence between from box jump and knee tuck jump to the volleyball smash skill , (2) there is a significant interaction influence between plyometric and hand eye coordination to the volleyball smash skill, (3) there is a significant differences of the smash volleyball skill using a from box jump and knee tuck jump in groups of students with high hand eye coordination, and (4) there is a significant differences of the smash volleyball skill using a from box jump and knee tuck jump in groups of students with low hand eye coordination.

INTRODUCTION
Obstacles in sports coaching include weak coordination between sports stakeholders at the national and regional levels as well as low ability, knowledge and skills of sports personnel, weak institutions and management of sports coaching. Firmansyah Dlis said that sport has a natural place in education through formal, non-formal and informal approaches. In physical education schools are a key component of quality education and can be used to promote activities among young people (Dlis, 2015). Coaching is a business activity carried out in an efficient and effective manner in order to obtain better results. Achievement is a result achieved after going through the training process and displayed through the arena of competition. Fostering achievement is an effort or action and activity carried out efficiently and successfully in order to obtain better results achieved after going through the training process and displayed through the arena of competition.
The pattern of sports coaching is one aspect that becomes a facilitator in promoting sports. Therefore, achievement especially in volleyball sports especially smash skills will succeed more optimally if supported from all the physical elements involved in it (Saparia, 2011: 98). Sports development is carried out through the formation and development of the working relationships of the parties involved in harmony, openness, reciprocity, synergy, and mutual benefit (Bobi, 2015).
The principles that must become a necessity in fostering and transparency and accountability are directed to encourage the availability of accessible information so as to provide an opportunity for all parties to participate in sports activities, enable all parties to participate in sports activities, enable all parties to carry out their obligations optimally and with certainty to obtain their rights, and allow the operation of control mechanisms to avoid flexible and comprehensive national deficiencies.
Coordination is a person's ability to integrate different movements into an effective single movement pattern. So that coordination is the body's ability to assemble or combine several elements of movement into an effective and harmonious movement in accordance with the objectives. Bompa (2009) suggested that eye-hand coordination will produce timings and accuracy. Timing is oriented on punctuality while accuracy is oriented on target accuracy. Through good timing, the wearing of hands and objects (Manuel, Lima, & Nikolaidis, 2016) will be in accordance with the wishes in this case the wearing of hands on the ball, so that it will produce an effective movement. Accuracy will determine the exact and whether the object at the intended target in this case the accuracy of the direction and placement of the ball on the target. Therefore eye-hand coordination is very important in the ability to do a smash so that the smash can be precisely on the desired target.
Volleyball especially smash skills can be used as a means to educate, because with volleyball, sports can form a sportive, honest person, cooperation, responsibility, all of which are educational values that can be instilled, therefore the volleyball smash skill game it is a must to be programmed in the curriculum that is now used in every tertiary institution. Mastery of the basic techniques of perfect smash skills is the basis for developing the achievements of the game itself (Engetou, 2017). Mastery of the basic techniques of smash skills in volleyball is one of the elements that determine the victory or defeat of a team. The application of appropriate training methods in the process of training the basic techniques of volleyball smash skills. His findings will provide opportunities for trainers to make the most of available facilities (Klentrou, 2015). So there is no reason for the volleyball smash skills coach because the obstruction of the practice of volleyball smash skills is a factor in the inadequacy of the volleyball smash skill facility available at volleyball clubs. The selection and application of methods in training the basic technical skills of volleyball smash skills for students of the Sport Education Program Tadulako University in Palu, so that the methods applied are able to improve the results of training in mastering smash skills, then in this study two types of methods will be applied in the game training patterns. Volleyball smash skills are training methods that include plyometric exercises, and hand eye coordination is also applied. However, this article will only discuss knee tuck jump plyometric training methods and high hand eye coordination.
The plyometric training method is an exercise method that can be used to improve the bio motoric freshness of athletes, including strength and speed which has a very wide application in sports activities, and in particular this exercise is very useful for increasing power. Some forms of plyometric exercises that can be used to increase the explosive power of the lower limbs are bounds, hops, jumps, leaps, skips, ricochets, jumping-in places. Standing jumps, multiple hops and jumps, box drills, bounding, and knee tuck jumps (Radcliffe and Farentinos, 1985). Within the scope of physical education, one of which is the formation of motion, which includes the desire to move, to live in time and form including the feeling of rhythm. Motor development is very closely related to physical activity. Motoric is the development of controlling body movements through a coordinated activities between the nervous system, brain, and spinal cord (Tangkudung, 2018).
The training method that will be applied can be well design, the pattern of movement in plyometric exercises mostly follows the concept of power chain and most exercises, specifically involving the muscles of the lower limbs, because the movement of these muscle groups is clearly the center power. In principle, plyometric exercises are based on the principle of pre-stretching the muscles involved during the completion stage of the response or shock absorption from the tension exercised by the muscles while working.
Plyometric training is also called stretch reflexes or regular muscle reflexes combined with the sprinting, which is running and suddenly running as fast as possible to the front (Radcliffe & Farentinos, 1985). Plyometric exercises can be done with a prefix or without a prefix, with one repulsion leg or two repulsion legs (Sneyer, 1988). This repulsion uses deep jumps that can maximize plyometric so that the training objectives are more optimal. Jensen & Russell (2013) explained in their quote that execute a depth jump means to drop from some specified height and upon landing immediately spring into a maximum vertical jump.
Plyometric method use gravity to store energy in muscles and immediately release opposing energy (Thomas & Nelson, 2001). The concept of plyometric exercises uses an initial stretch in the muscle quickly before eccentric contractions in the same muscle. Radcliffe and Farentinos divide three groups of plyometric exercises, namely: (1) exercises for lower limbs (hips and legs), (2) exercises for the torso, and (3) exercises for upper limbs (Radcliffe & Farentinos, 1985). Plyometric is one of the favorite training performed by trainers at this time, especially for sports that require explosive power of leg muscles or arm muscles (Lubis, 2005). Another term for plyometric training is stretch shortening cycle (Ngurah, 1998). Referring to some of the definitions above, it can be concluded that plyometric training is a form or method of training to increase muscle power with a combination of isometric and isotonic exercises that use the body's own burden. Strains that occur suddenly before the muscles to contract again or a training that allows the muscles to reach maximum strength (Marynowski, 2013).
Front box jump training is one of plyometric training. Front box jump is the practice of jumping up to the box, then jumping back down to the front like the initial attitude by using both legs together (Chu, 1992). Front box jump exercises require a specified intensity, so this movement should be done by jumping not by stepping on a box or box, in addition to height and the process of increasing pressure when landing. Height control and control the ability to jump above the box. M. Furqon and Muchsin Doeswes also explained that knee tuck meet was an exercise that was carried out on a flat and rushed surface such as grass, a mat, or a mat. This exercise is done in a fast explosive leap (Furqon & Doeswes, 2002). Based on the opinion above, it can be interpreted that the plyometric training method is a form of training in improving volleyball smash skills. Central Sulawesi Province is a province that has potential in the field of sports in the eastern region. But the pattern of coaching in the field of sports is still too far from what is expected by the government, due to the still thick culture that has so that it affects the existing life and sports human resources that are still lacking.
This must start from the coaching pattern Tadulako University which has a Sports Education study program with students from various regions in Central Sulawesi with young talents in volleyball. The pattern of sports training for volleyball smash skills in Central Sulawesi, especially in of Physical Education students in Tadulako University, is quite good but there is still a need to improve, especially the system of sports training methods that involve sports science and technology in coaching. The synergy between human resources and involving sports coaching technology will bring a more efficient and effective feel to advance the sport of the volleyball smash skills in Central Sulawesi.
Achievement of coaching that has not been maximized in volleyball in Central Sulawesi, especially in students of Tadulako University's sports education in Palu due to facilities and infrastructure factors and the pattern of coaching has not been of good quality and the supporting factors for increasing sports coaching are inadequate. This is what needs to be studied and explored through this research, so that later it will provide an overview and contribution of thoughts about the method of plyometric training and eye hand coordination.

Research Design
The research method used is the experimental method with the design of treatment by level 2 x 2. According to Sudjana that factorial experiments are experiments that almost or all levels of a factor are combined or crossed with all the levels of each of the other factors that exist in an experiment (Sudjana, 2002).

Sample
The population in this study came from sports education study program students department of education Tadulako University, Palu, with 160 people consisting of 4 classes, each class consisting of 40 students. While the sampling in this study was carried out by randomized group design technique, namely by means of 160 populations randomized and 110 samples taken and then tested with the coordination of his hand. This means that in determining this sample of 160 students from a significant level of 5% there are 110 students.

Data Collection and Data Analysis
Data collection is carried out to obtain empirical data as material to test the truth of hypotheses. In this study, data that must be collected using tests and measurements is data about: a. Pliometric training methods which include Front box jump exercises and Knee tuck jump exercises b. Hand eye coordination c. Smash skills in volleyball game. Researchers need test staff who will help come from fellow lecturers so that the results of data collection are more accurate as a result of research.

Data Analysis
The data analysis techniques used in this study are prerequisite tests using liliefors test and Bartlet test, while for hypotheses to test using ANOVA and Tukey test.

Normality and Homogeneity Test Results
Normality and homogeneity tests are prerequisites before testing hypotheses. For the normality test was using the Liliefors test, while for the homogeneity test was using the Bartlet test.

Normality test
From the results of the Liliefors test conducted at the smash ability level, the following results are obtained:

Homogeneity Test
In the testing of homogeneity with Test Bartlet data level smash skills on the four group exercise methods plyometric students study Program Sports Education Department of Science Education Tadulako City Palu acquired value Bartlett χ2count = 5.297 and Χ2 tab = 16.91 and smaller than the value of = 0.05 or at a rate of 95%. Thus, the four Data group has the same variance or score from to 4 groups is homogeneous. This hypothesis is accepted after it is obtained through the results of data calculations, the results of Tukey Test analysis are obtained Q OA 3.19 > Q (tab) 2.86 or H 0 is rejected. There is a significant difference sig (p) is 0.021 (0.021 <0.05), to be seen in the column table Sig (p) is 0.021 or the probability above α = 0.05. So the decision can be taken to reject H 0 and accept H 1 . there is a difference in the average smash skills of the groups who were given the Front box jump training method and the Knee tuck jump training method in the Department of Sport Education Students in Tadulako University. Thus the method of Front box jump training is higher than the Knee tuck jump training method.

The interaction between the Plyometric Method and Hand Eye Coordination
Based on a summary of the results of the analysis of variance analysis, the value of Finteraction interaction F (OAB) = 1.750 was obtained with p-value = 0.007 < 0.05 or Ho was rejected. Thus there is a very significant interaction effect between plyometric training methods (Factor A) and hand eye coordination (factor B) on smash skills in volleyball. Thus the research hypothesis states that there is an interaction between plyometric training methods and hand eye coordination to the level of smash skills tested. This hypothesis was accepted after it was obtained through the results of data calculations, the results of the Tukey Test analysis obtained that the Q count was 5.50> Qtable 2.95, this meant that H 0 was rejected and H 1 was accepted. There is a significant difference sig (p) is 0.020 (0.020 < 0.05), to be seen in the column table Sig (p) is 0.020 or the probability is far below α = 0.05. So the decision can be taken to reject H 0 and accept H 1 . Thus it can be concluded that the volleyball smash skills taught by the Front Box Jump (A 1 ) Plyometric training method are lower than the Knee tuck jump (A 2 ) plyometric training method in groups that have low hand eye coordination (B 2 ). This hypothesis is accepted after it is obtained through the results of data calculation, the Tukey Test analysis results obtained that the Q count is 4.71> Q table 2.95, this means that H 0 is rejected and H 1 is accepted. There is a significant difference sig (p) is 0.008 (0.008 < 0.05), to be seen in the column table Sig (p) is 0.008 or the probability is far below α = 0.05. So the decision can be taken to reject H 0 and accept H 1 . Thus it can be concluded that the volleyball smash skill between the plyometric Front box jump training methods is higher than the plyometric Knee tuck jump training method in groups that have low hand eye coordination

DISCUSSION and CONCLUSION
The purpose of this study is to find differences and interactions of plyometric method and hand eye coordination in skills of smash on Volleyball. The following discussion is as follows:

Differences in From Fox Jump and Knee Tuck Jump Method on Volleyball Smash Skill
There is a difference in the average smash skills of the groups who were given the Front box jump training method and the Knee tuck jump training method in the Department of Sport Education Students Tadulako University. The plyometric training method is a form of Explosive Power exercise with the characteristics of using muscle contractions that are very strong and fast, the muscles always contract both when elongated (Eccentric) or when shortened (Concentric) in a fast time, so that during work the muscles there is no time for relaxation. Plyometric refer to exercises that are characterized by strong muscle contractions in response to rapid and dynamic loading or stretching of the muscles involved. Muscle speed when elongating and shortening affects the energy produced so that this training is really needed in improving the volleyball smash skills that rely on the elements of speed and strength (power).
As we know, plyometric methods include Front box jump and knee tuck jump which both have the same goal, namely to increase muscle strength. Front box jump is the practice of jumping up to the box, then jumping back down to the front between the box as the initial attitude by using both legs together then jumping to the next box in the lower box and so on. While Knee tuck jump is a form of exercise that is done by jumping up repeatedly while the body is in the air, knees bent until it touches the chest and ends in posture as before. This knee tuck jump exercise relies more on maximum jump strength, flexibility and balance and is more significant on the smash movement patterns in volleyball games.
Based on the treatment of the plyometric training method, students who were given the Front box jump training method were better compared to the Knee tuck jump training method in improving the volleyball smash skills. Thus, it can be concluded that the level of volleyball smash skills in the group method of front box jump training. Students of the Educational Study Program of Sport Education Tadulako University, can be said to have a significant effect compared to the Knee tuck jump training method.

The interaction between the Plyometric Method and Hand Eye Coordination
There is a significant difference between plyometric method and hand eye coordination on Smash Volleyball students. The method of training is a continuous and systematic process of practicing or working that is done repeatedly with increasing day by day increasing workloads aimed at improving the appearance of athletes in training and in competition. Training becomes very effective and efficient if done with a good program and adapted to the dominant training component of a particular sport. The ability factor in volleyball athletes is very much needed and can be improved through training. One model of training to improve athlete's stamina is to use a structured training model that can have a positive impact on the athlete being trained. The right training method is a training system that can develop simultaneously so that the physical components can change quickly.
The selection of appropriate and suitable training methods according to the needs of athletes and specific sports is the responsibility of a trainer. The trainer must be able to determine the training methods that are appropriate and relevant to the training objectives such as the plyometric training method of pyramiding box jump, front box jump and knee tuck jump which are considered in improving smash skills in volleyball games. Besides the characteristics of athletes in improving volleyball smash skills can also be a basic reference in selecting athletes according to certain sports such as volleyball which in its implementation is almost the game's elongation is determined by hand movements such as hand accuracy and hand strength etc.
Hand eye coordination is an aspect that must be possessed by a volleyball athlete, especially in making a smash. Eye-hand coordination of smash skills is a very important component because eyehand coordination is a form of ability and speed as well as accuracy in conducting smash skills including motion coordination that can change positions as quickly as possible to achieve maximum smash blows. Eye-hand coordination is a motor skill that is very complex in demonstrating steady patterns of motion so it can be assumed that eye-hand coordination affects smash skills in volleyball. This can be proven by the important role of coordination in making every body movement in volleyball smash even the coordination of other body parts also has a role in the basic technique of volleyball game. Hand eye coordination provides a very complex influence in supporting the performance of volleyball smash skills. Thus the research hypothesis states that there is an interaction between plyometric training methods and hand eye coordination to the level of smash skills tested.

Difference in From Box Jump and Knee Tuck Jump Method with High Hand Eye Coordination
There is a significant difference in the value of volleyball smash skills between groups of students who use the Front box jump training method and groups of students who use the Knee tuck jump training method and the volleyball smash skill scores of groups of students trained with plyometric training methods more Knee tuck jump superior or high than the value of groups that are trained by the method of front box jump training on students.
The method of training and eye hand coordination is a training method that involves all physical elements. As we know, plyometric training methods include Front box jump exercises and knee tuck jump exercises that both have the same goal of increasing muscle strength. Front box jump exercises are exercises to jump up to the top of the box, then jump back down to the front between the boxes as the initial attitude by using both legs together then jumping to the next box in the lower box and so on. While Knee tuck jump is a form of exercise that is done by jumping up repeatedly while the body is in the air, knees bent until it touches the chest and ends in posture as before. This knee tuck jump exercise relies more on maximum jump strength, flexibility and balance and is more significant on the pattern of smash movements in volleyball than with the Pyramiding box jump exercise which prioritizes leg strength to maximize jumps. While eye-hand coordination which is a form of coordination that involves elements of strength and accuracy in making smash punches involving body components, especially in the upper body.
The physical component that is very instrumental is the arm that must have strength with good coordination, so as to produce maximum smash skills. A volleyball player with good hand eye coordination is not only able to perform smash skills but is also able to perform techniques perfectly. The ability to coordinate good motion can change and move quickly from one pattern of motion to another pattern of movement so that the movements can be done efficiently and not drain more energy. Thus based on the results of the study, it can be concluded that the Knee tuck jump training method of the high hand eye coordination group is better than the Front box jump training method in the high hand eye coordination group in an effort to improve smash skills in volleyball games.

Difference in From Box Jump and Knee Tuck Jump Method with Low Hand Eye Coordination
There is a significant difference in the value of volleyball smash skills between groups of students who use the Front box jump training method and groups of students who use the Knee tuck jump training method and the volleyball smash skill scores of groups of students trained with plyometric training methods more superior / high Front box jumps than the value of groups that are trained by the Knee tuck jump training method on students. The final goal that an athlete wants to achieve in a sport is a high achievement. High achievements are difficult and even impossible to obtain if the training process is not serious. In addition, supporting factors to achieve high achievement also include trainers who have broad insights so as to provide training methods and treat their students properly and appropriately. One of the training methods that can be used specifically for volleyball smash exercises is the plyometric training method including Front box jump and knee tuck jump exercises.
Plyometric training methods include Front box jump exercises and knee tuck jump exercises that both have the same goal of increasing muscle strength. Front box jump is the practice of jumping up to the box, then jumping back down to the front between the box as the initial attitude by using both legs together then jumping to the next box in the lower box and so on. While Knee tuck jump is a form of exercise that is done by jumping up repeatedly while the body is in the air, knees bent until it touches the chest and ends in posture as before. This knee tuck jump exercise relies more on maximum jump strength, flexibility and balance and is more significant on the pattern of smash movements in volleyball games compared to Pyramiding box jump exercises that prioritize leg strength to maximize jumps.
Besides that the success factor of athletes or students in volleyball games especially smash training is also greatly supported in terms of eye-hand coordination which is a form of coordination that involves elements of strength and accuracy in making smash punches involving body components especially in the upper body. A very important physical component is the arm that must have strength with good coordination, so as to produce maximum smash skills. A volleyball player with good eye hand coordination is not only able to perform smash skills but also able to perform techniques perfectly. The ability to coordinate good motion can change and move quickly from one pattern of motion to another pattern so that the movement can be done efficiently and does not drain more energy and vice versa if hand eye coordination is low it will experience smash training well, fast and efficient.
Thus based on the results of the study, it can be concluded that the method of Front box jump training is better than the Knee tuck jump training method in the low hand eye coordination group in an effort to improve smash skills in volleyball games.


extfieldsofstudy: Physics Mathematics

text:
The anxiety of students on deduction level in proving the geometry theorem

This study aims to describe the anxiety of university students who were on deduction level in proving the geometry theorem. This was conducted to find out student anxiety, so that it can be handled and anticipated. Anxiety is the state of feeling students’ uncomfortable, worried, and afraid. The type of this research is qualitative-descriptive. The subjects were taken as many as 3 students who were at the deduction level based on the Van Hiele geometry ability test. Data was collected through theorem proofing tests and interviews conducted after the test. The results of this study indicate that the symptoms of cognitive anxiety (uneasy, nervousness and confuse) occur when the subject begins to understand the problem in the theorem. Symptoms of physiological anxiety (sweating, body feels hot) and behavioral symptoms (physical tension, impatience) appeared when the subjects connected the elements of proof on theorem in geometry. The results of this study are expected to be used by students or lecturers, especially in learning to teach how to proof theorem in geometry.

Introduction
Proving theorem in geometry is very important to ensure what has been assumed to be true is definitely true. It is undeniable that there are many truths on the mathematics facts as it has only been trusted without having any suspicion of the truth. The students or the students at university level are reluctant to prove the truth on mathematics themselves due to the difficulties in proving it. The difficulties of learning and teaching about the evidence that had been recognized internationally [1]. Some research which show the difficulties experienced by the students or the students at university level in proving the theorem had been carried out by several researchers, including [2], [1]. The researchers also carried out a survey of several prospective students who would be the future teachers at the Faculty of Teacher Training and Education, Mathematics and Natural Sciences Department, Mathematics Education Study Program, University of Jember, which once took Geometry course, and the results obtained from the survei (through distributing the questionnaires and conducting the interview with some students) found difficulties in proving the theorems or other truth statements, so that in the end, the learning objectives could not be maximally achieved. Several other research had shown that the results of mathematics learning about proof were very low also conducted by Hoyles, et al (2007). Hoyles said that many students did not know where to start proving that made it even more difficult to prove and impacted learning outcomes that were considered very low.
The researchers also conducted the Van Hiele test to several students in Jember majoring Mathematics Education to find out the stages or levels of thinking possessed by students in learning geometry. The results obtained from the Van Hiele test were that most students were still in the first three levels of Van Hiele. In the process of studying geometry, Van Hiele argues that one will go through sequential levels of thinking. Hoffer (in Burger & Shaughnessy, 1986) explains these stages as follows: x Level of Visualization/Introduction (Level 0) At this level, the students are only new to geometric shapes and look at the geometry as a whole. For instance, the new students recognize rectangles as rectangular objects such as blackboard, book, door, etc. x Level of Analysis (level 1) At this level of analysis, students are familiar with the properties of geometric shapes. For example, students already know that a rectangle has two pairs of faces that are equal in length, the diagonal length is the same. x Level of Sorting (level 2) At this level, students already understand the order of geometric shapes, for example students already know that a square is a rectangle, a rectangle is a square. x Level of deduction (level 3) At this level, students have been able to draw conclusions from specific things deductively. Students at this stage have understood the importance of the role of elements that are not defined, besides the defined elements, axioms, and theorems. At this level students do not understand the usefulness of a deductive system yet.
x Level of Rigor/accuracy (level 4) At this level, students has begun to understand the importance of the accuracy of the basic principles in a proof. This level of thinking has been categorized to a high level of thinking, complicated, and complex. So, not all students can be at this level, and not surprisingly, even though they are already in senior high school, students is still not at this level. One of the factors that can cause the learning objectives not achieved is due to anxiety [3]. [4] provides an understanding of anxiety as an emotional state that has physiological arousal characteristics, unpleasant tense feelings, and concerns that something bad will happen. Feeling concern and fear when have to do work related to mathematics is called math anxiety, Hambree in [5]. Some studies show that anxiety has an influence on the achievement of learning including the research conducted by Whinnie et al (2017) and Anita (2014). This means that when a person is filled with a sense of anxiety he will has an impact on the learning outcomes (knowledge aspects and skills aspects ), one of which is the skill to prove theorems on geometry.
Anxiety is a response -a normal biological reaction when we feel threatened [6]. Taylor (1953) in the Tailor Manifest Anxiety Scale (TMAS) suggests that anxiety is a subjective feeling about nervous tension as a general reaction to the inability to overcome a problem or lack of security. According to the American Psychiatric Association [APA] (2000) there are six main categories of anxiety disorders including phobias, panic disorder (with or without agoraphobia) general anxiety disorders, obsessivecompulsive disorder, acute stress disorder and posttraumatic stress disorder [7].
Among the existing anxieties, mathematical anxiety differs from specific generalized anxiety [8]. According to Hambree in [5] Mathematical anxiety is interpreted as feeling of fear when have to do work related to mathematics.
The indicators used in this research were indicators that have been put forward by Stuart (2006) In this research, the definition of anxiety used was the mathematical anxiety, especially geometry anxiety that was a response to describe the feeling of inconvenience, worry and fear which associated both emotional and physical sensation that commonly happened when someone worried or nervous in facing geometry problems. Among of them were spatial problems and proof problems of geometry theorem. The anxiety indicators used in this research were the anxiety indicators proposed by Stuart (2006).
According to [9] several methods of proof in Mathematics are as follows: x Direct proof Direct proof is usually applied to prove theorems in the form of implications p ⇒ q. Logically this direct proof is equivalent to proving that the statement p ⇒ q is true where it is known that p is true.
We know that the truth value of an implication p ⇒ q is equivalent to its contraposcopic truth value -q ⇒ -p. So the work of proving the truth of the statement of implication is proven by its counterposis. x Blank proof If the p hypothesis of the implication p ⇒ q is false, the implication of p ⇒ q is always true of any truth value of q. So if we can show that p is wrong then we have succeeded in proving the truth p ⇒ q.
x Trivial proof If at the implication p ⇒ q, it can be shown that q is true, then this implication always has any true value from p. So if we can show that q is true, we have succeeded in proving the truth p ⇒ q.
x Evidence with contradictions In proving the truth of the implications of p ⇒ we depart from known p and -q. Departing from these two assumptions we will arrive at a contradiction. x Existential proof There are two types of existential evidence, namely constructive and not constructive. In constructive methods, their existence is resolved explicitly. While in the unconstructive method, its existence is not explicitly shown.
x Proof of unity In proving singularity, first it must be shown the existence of an object, say the object is x.
There are two approaches that can be taken to prove that x is the one and only object that satisfies, that is x Any object taken, say y then meeting y = x, or x Let y be any other object with y ≠ y, finding a contradiction. this method does not use the contradiction method as previously provided. x Proof with counter example.
To prove a conjecture sometimes we need a fairly long and difficult translation. But if we can find only one case that does not meet, the conjecture is not validated.
x Prooving with mathematical induction The principle of mathematical induction is for inference to statements about n where n runs on a set of integers, usually the set of natural numbers N or in the set of natural numbers, N1 ⊂ N. Usually statements about natural numbers n are expressed as P (n). x Bidirectional evidence, Proving the validity of the p ⇔ q implications means proving the truth of the two implications p ⇒ q and q ⇒ p. Furthermore, it can use direct, indirect or perhaps contradictory evidence.
Based on the background explained, therefore the research problem of this research was -what was the anxiety of the deduction level students in proving the Geometry theorem?

Research Method
This research is a descriptive research with qualitative approach. This research aimed at describing the anxiety of the deduction level students in proving the geometry theorem. In this research, the researchers acted as the key instruments, it means that the existence of the researchers cannot be replaced by other people or something else.
The subjects of this research was the students of mathematics education at a university in Jember which had studied geometry. The samples were selected by using Van Hiele test adopted from Usiskin (1982). The sample was taken as many as 3 students who were at the deduction level. The data collection techniques used were through proof theorem test, observation and interview. The proof theorem test, observation and interview were given to the sample of this research. The theorem given to the students was -If two lines are cut by a transverse line so that the interior angles on the same side of the transversal are supplementary (180 0 ), then these lines are parallel.
Data analysis carried out include data reduction, data presentation, and conclusions. Data reduction in this research is defined as activities focusing on important things and discarding unnecessary ones. All data are selected according to the need to answer the research question. The presentation of data in

Results
In this research, the researchers divided the stages or steps in proving the geometry theorem into three, as follows: understanding the theorem problems, connecting the elements of geometry system and concluding the proof of theorem.

Understanding the theorem problems
When starting the process of geometry proof theorem, first the students read the theorem several times then sketched and visualized the theorem with an image. The same thing also done by the second and third students, the second and third students also read the theorem several times then sketched it into an image.  The results of the third students' sketch show that the third student knew what was known and what had to be proven. Based on this, it can be concluded that the three students had been able to show sketches correctly and were able to determine what need to be proven.
The anxiety symptoms happened in three students were relatively similar when starting the proof theorem. It can be seen from the face expression that showed the expression of confused, nervous and anxious. This was confirmed through the interview that they experienced confusion so that it emerged the nervous reaction and anxiety. But from the image that had been made and the confirmation results of the interview with subjects can be known that they are actually understood the problems.
The following was the result of the interview with the third student.

Researcher
: How did you feel when you prove the theorem? Student : It is quite dizzy, Mom.

Researcher
: Why was that?

Connecting the elements of Geometry System
The following was the result of theorem proving test by the students.   The symptoms of anxiety showed by the first student, second student, and third student when connecting the elements of geometry system was physiological and behavioral anxiety symptoms. The symptom of physiological anxiety has been shown by the first student in the form of sweaty face. Whereas, the behavioral anxiety showed by him was shaking legs for some times. After the confirmation through interview, it was known that the first student felt anxious and tense.
The following was the excerpt of the interview with the first student. : Yeah, Mom.. It was because I was forgot and felt anxious and tense as well. The symptoms of physiologically anxiety showed by the second student was sweaty and shivers. Whereas, the symptoms of behavioral anxiety that was seen from the second student were anxious and tense. This was known from the behavior that appear by playing the pen with tense expression. The following was the excerpt of the interview with the second student. : I was thinking, Mom.. The symptoms of physiological anxiety and the symptom of behavioral anxiety showed by the third student were sweaty, tense, and rushed or impatient. This was known from the result of the observation and interview with the student. The following was the result of the interview with the third student.

Concluding the theorem proof
During concluding the proof, there was no sign of anxiety from those three students. After being confirmed by the interview, it turned out that the three students did not feel anxious when concluding the theorem proof.

Discussion
Based on the research results above it can be seen that it turns out that the level of deduction have the symptoms of cognitive, physiological and behavioral anxiety responses. Based on the test results it can be seen that the first, second and third students have been able to prove the theorem even though it is not perfect, this is in accordance with the theory expressed by Van Hiele [10] that is, at this level a person has begun to develop and deduction reasoning as a way to build geometrical structures in axiomatic systems that have been understood. This has been demonstrated by students at this level by proving a statement about geometry using logical and deductive reasons. Based on the description of the results of the study, researchers can find out that the level of education also experiences danger that threatens him, anxiety in the form of disease and seen in several forms, anxiety due to feeling guilty or guilty because doing things that are contrary to the convictions of conscience as well as the level of analysis. So this is what makes the level of deduction more visible anxiety than the level of visualization and analysis.

Conclusion
The results of this research showed that the symptom of cognitive anxiety (anxious, nervous, and confused) occurred when the subjects started to understand the problem within the theorem. The symptoms of physiological anxiety (sweaty, shivers) and behavioral symptom (physical tense, impatient) appeared when the subjects connected the element of prove in the theorem in geometry.