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"Tenaga keperawatan merupakan salah satu tenaga kesehatan di baris terdepan dalam menangani pasien Covid-19, di mana meningkatnya jumlah kasus mempengaruhi beban kerja perawat. Tujuan penelitian mendeskripsikan dan mengidentifikasi beban kerja perawat di ruang ICU Covid-19 RSUD Cengkareng yang merupakan salah satu rumah sakit rujukan Covid-19. Metode: Penelitian ini menggunakan metode kuantitatif dengan observasi, data penelitian diambil melalui pengamatan langsung yang dilakukan selama kurun waktu 3 hari di ruang ICU Covid-19. Perhitungan beban kerja dan kebutuhan tenaga perawat menggunakan metode Ilyas dan Douglas. Pada penelitian ini didapatkan beban kerja perawat ICU Covid-19 sebesar 370,5159 jam dengan perhitungan kebutuhan tenaga perawat mencapai 68 orang yang menggunakan metode Ilyas, sedangkan dengan metode Douglas didapatkan kebutuhan perawat sebesar 48 orang. Dengan menghitung beban kerja dan kebutuhan tenaga perawat dapat digunakan dalam merencanakan sumber daya manusia.

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Nurses are among health workers who are fighting on the front lines against the prolonged Covid-19 pandemic. The growing number of Covid-19 patients have undeniably affected their workload. This research aims to describe and identify nurses’ workload at ICU rooms for Covid-19 patients at Cengkareng Regional General Hospital (RSUD Cengkareng) in West Jakarta, which is one of Covid-19 referral hospitals. This is a quantitative observation research. The data was obtained through direct observation that were conducted for three days at the hospital’s ICU rooms for Covid-19 patients. The workload quantification uses the Ilyas method and Douglas method. In this study, the workload of Covid-19 ICU nurses was 370,5159 hours with the calculation of the need for nurses reaching 68 people using the Ilyas method, while with the Douglas method, the need for nurses was 48 people. By calculating the workload and the need for nurses can be used in planning human resources."

"Penelitian diskriptif korelasi dan crossectional ini bertujuan menguraikan tugas pokok fungsi(tupoksi) kepala seksi dan komite keperawatan dalam efektifitas pelayanan keperawatan di rumah sakit. Hasil Penelitian pada 190 menunjukan mean 33,57 tahun, masa kerja 9,51 tahun, jenis kelamin perempuan 56,8% D3 keperawatan 90% menikah. Analisis data regresi logistik. Hasil analisis ada hubungan antara tupoksi kepala seksi, komite keperawatan dengan efektifitas pelayanan keperawatan (p=0,001>0,05). Tidak ada karakter individu terbukti sebagai variabel konfonding, tidak masuk dalam konfonding, tidak masuk dalam model akhir analisis multivariat. Disarankan pada kepada rumah sakit tentang pentingnya kejelasan tupoksi untuk peningkatan kinerja kasi dan komite keperawatan untuk menetapkan kebijakan setara dengan kepala bidang keperawatan.

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This research is a descriptive correlation with cross sectional program. The research was aimed to describe the relationship between main duties and function of the section and nursing committee with effectiveness of nursing service at the hospital. The result showed that from 190 respondent, their average age is 33,57 years old; 9,51 years working period,; 56,8% of the female sex; as much as 90% have a diploma in nursing and has been married. The data was analyzed by the Chi-square test, the independent t test and the logistic regression test.

From he data analysis, it has been recognized that there is relation between main duties and function of the section heads and nursing committee with effectiveness of nursing services (p=0,001>0,05). No individual character that proved as confounding variables, not includes in the multivariate analysis model.

It is suggested to the director of the hospital to learn more about the importance of the main duties and function clarity to improve the performance of the section head and nursing committee by arranging a policy that is equivalent to the head of nursing departement."

"Kinerja perawat pelaksana dalam pengelolaan mutu keperawatan belum optimal. Kinerja perawat pelaksana sebagai acuan keberhasilan dalam meningkatkan pelayanan keperawatan. Pelaksanaan mutu keperawatan di ruang rawat inap belum dipahami oleh perawat pelaksana. Kepala ruangan sebagai manajer keperawatan di ruangannya, menjalankan fungsi manajemen keperawatan. Pelaksanaan fungsi manajemen keperawatan di ruang rawat inap oleh kepala ruangan akan mempengaruhi kinerja perawat pelaksana dalam pengelolaan mutu keperawatan di ruang rawat inap. tujuan dari penelitian ini untuk mengetahui hubungan fungsi manajemen kepala ruangan dengan kinerja perawat pelaksana dalam pengelolaan mutu keperawatan di rawat inap. Penelitian ini cross sectional pada 167 perawat pelaksana di dua rumah sakit. Hasilnya menunjukkan bahwa ada hubungan antara fungsi manajemen kepala ruangan terutama fungsi ketenagaan dan fungsi pengarahan dengan kinerja perawat pelaksana dalam pengelolaan mutu keperawatan (p < 0,001). Variabel yang dominan mempengaruhi kinerja perawat pelaksana yaitu fungsi ketenagaan dan fungsi pengarahan. Kepala ruangan perlu diberikan dukungan dan kesempatan untuk meningkatkan kemampuan manajerial serta jenjang pendidikan guna meningkatkan mutu keperawatan di rumah sakit.

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The performance nurse in nursing quality management has not been optimal. The performance nurse as a reference for success in improving nursing services. The implementation of nursing quality in the inpatient room has not been understood by the implementing nurse. The head nurse as a nursing manager in room, carries out the nursing management function. The nursing management function in the inpatient room by the head nurse will affect the performance of the implementing nurse in managing the quality of nursing in the inpatient room. The purpose of this study was to determine the relationship between the management function of the head nurse and the performance nurses in managing the quality of nursing in inpatients. This study was cross sectional on 167 nurses in two hospitals. The results showed that there was a relationship between the management function of the head nurse, especially the function of personnel and the function of direction, with the performance of nurse in managing the quality of nursing (p < 0.001). The dominant variables affecting the performance of nurse are the staffing function and the directive function. The head nurse needs to be given support and opportunities to improve managerial skills and education levels in order to improve the quality of nursing in hospitals."

"Skripsi ini membahas tentang kepuasan pegawai non PNS Bidang Penunjang Medis terhadap remunerasi berbasis Competency Based Human Resource Management (CBHRM) di RSUD Pasar Rebo Tahun 2011. Penelitian ini merupakan penelitian kuantitatif dengan desain studi potong lintang. Pengumpulan data dilakukan dengan menggunakan kuesioner. Sebanyak 134 kuesioner disebarkan dan hanya 107 kuesioner lengkap yang kembali. Responden pada penelitian ini adalah 107 pegawai non PNS Bidang Penunjang Medis RSUD Pasar Rebo yang terbagi ke dalam 6 instalasi. Hasil penelitian menunjukkan bahwa terdapat 53,3% pegawai yang menyatakan tidak puas terhadap remunerasi yang diterima. Dalam penelitian ini diketahui bahwa lama kerja, pengetahuan pegawai mengenai sistem remunerasi, kepemimpinan, supervisi, kebijakan remunerasi, sosialisasi sistem remunerasi berhubungan dengan kepuasan pegawai non PNS Bidang Penunjang Medis terhadap remunerasi berbasis CBHRM. Pihak rumah sakit perlu menindaklanjuti hasil penelitian tersebut dengan melakukan evaluasi kembali terhadap remunerasi berbasis CBHRM serta meningkatkan sosialisasi sistem remunerasi di RSUD Pasar Rebo dengan melibatkan manajemen terkait serta pegawai dari setiap instalasi yang bersangkutan.

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This study examines about the satisfaction of medical support affairs of non-civil servants of the remunerations based Competency Based Human Resource Management (CBHRM) in Pasar Rebo Hospital in 2011. This research is a cross sectional research using quantitative methods. The data was collected by filling questionnaires. A total of 134 questionnaires distributed but only 107 complete questionnaires are returned to the researcher. Respondents in this research are 107 medical support affairs of non-civil servants in Pasar Rebo Hospital which is divided into 6 installations. The result showed that there are 53.3 % officers who stated that they are not satisfied with the remuneration received. By this research, known that amount of time working, knowledge about remuneration system, leadership, supervision, remuneration policy, dissemination of remuneration system associated with satisfaction of medical support affairs of non-civil servants of the remunerations based CBHRM. The hospital needs to follow up these findings by evaluating remuneration and improve dissemination of the remuneration system in Pasar Rebo Hospital, involving relevant management and employees of related installation."

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ABTRAK

Nama : Widya Purnama SariProgram Studi : Kajian Administrasi Rumah SakitJudul : Analisis Keterlambatan Kenaikan Pangkat bagi Staf Medisdi Departemen Mata RSUPN Dr.Cipto Mangunkusumo Tahun2018Pada peraturan pemerintah Republik Indonesia Nomor 99 Tahun 2000 TentangKenaikan Pangkat Pegawai Negeri Sipil disebutkan Kenaikan pangkat adalahpenghargaan yang diberikan atas prestasi kerja dan pengabdian Pegawai Negeri Sipilyang bersangkutan terhadap Negara. Naik pangkat dapat menjadi dorongan kepadaPegawai Negeri Sipil untuk lebih meningkatkan prestasi kerja dan pengabdiannya.Karena kenaikan pangkat merupakan penghargaan dan setiap penghargaan memilikinilai apabila kenaikan pangkat diberikan tepat orang dan tepat waktu.Rumah Sakit Umum Pusat Nasional Dr. Cipto Mangunkusumo merupakanRumah Sakit Pendidikan dimana memiliki tenaga medis subspesialistik yang beragam,memiliki kompetensi dan masa kerja yang cukup lama. Berdasarkan data yang ada padaUnit Sumber Daya Manusia (SDM) Departemen Mata tercatat 14 Dokter SpesialisMata yang berstatus Dodiknis dari 30 Dokter Spesialis Mata yang berstatus PNSsehingga masih terdapat 16 Dokter yang belum melakukan inpassing dan 10 staf medisbelum memiliki jabatan fungsional pendidikan.Diketahui Ketepatan kenaikan pangkat bagi staf medis di Departemen Matadipengaruhi oleh beberapa faktor, salah satu faktor yang adalah variabel penilaian dirisendiri dengan nilai p=0,015. Dilakukan analisis dengan wawancara mendalam kepadastaf medis dimana diperoleh informasi yang mempegaruhi keterlambatan kenaikanpangkat bagi staf medis yaitu staf tidak mengerti proses inpassing dan belum memilikipublikasi sehingga belum dapat mengurus kenaikan jabatan akademik dosen. Rumitnyaproses administrasi baik kenaikan pangkat ataupun proses inpassing membuat sebagianstaf lebih memilih untuk melakukan pelayanan dibandingkan melakukan penilitian.Kata kunci:Naik pangkat, staf medis, jabatan fungsional

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ABTRACT

Name : Widya Purnama SariProgram of Study : Hospital Administration StudyTitle : Analysis of Delays in Promotion for Medical Staff inDepartment of Ophthalmologi RSUPN Dr. CiptoMangunkusumo in 2018In the government regulation of the Republic of Indonesia Number 99 of year2000 concerning the Promotion of Civil Servants mentioned the promotion is an awardgiven for the work performance and dedication of the concerned Civil Servants to theState. Promotion can be a boost to Civil Servants to further improve their workperformance and service. Because promotion is an award and each award has a value ifthe promotion is given to the right person and on time.Cipto Mangunkusumo Hospital is a Teaching Hospital where it has a variety ofsubspecialty medical personnel, has competency and has a long working period. Basedon the data available at the Department of Human Resources (SDM), there were 14Dodiknis Ophthalmologists from 30 Ophthalmologists who were civil servant status sothat there were still 16 Doctors who had not done inpassing and 10 medical staff didnot have functional educational positions.It is known that the accuracy of promotion for medical staff at Department ofOphthalmology is influenced by several factors, one of the factors is the selfassessmentvariable with a value of p = 0.015. An analysis was conducted with in-depthinterviews with medical staff where information was obtained which affected the delayin promotion for medical staff, staff did not understand the inpassing process and didnot have publications so that they could not take care of the increase in academiclecturer positions. The complexity of the administrative process both promotion andinpassing process makes some staff prefer to do service rather than doing researchKeywords: Civil servants, medical staf, fungtional structure

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"Ketidakmerataan dokter spesialis masih tinggi di Indonesia. PemberianBantuan Biaya Program Pendidikan Dokter Spesialis (PPDS) merupakan salahsatu cara untuk pemerataan distribusi dokter spesialis. Perlu dikembangkannyasistem pendukung keputusan yang bertujuan untuk menentukan prioritas dalampemberian bantuan biaya pendidikan dokter spesialis dan menyaringpenempatannya pada provinsi, kabupaten/kota dan rumah sakit (RS) yang benarbenarkekurangan. Telah dikembangkan sistem pendukung keputusan denganmenggunakan metode System Development Life Cycle (SDLC). Sistem inimerupakan komplemen dari sistem pendaftaran online PPDS. Penentuan batasanRS dan spesialisasi dalam pemberian biaya pendidikan dokter spesialis telahtersaring dan ditampilkan dalam option form pendaftaran online. Telahtersusunnya basis data kebutuhan dokter spesialis di Indonesia dengan totalkekurangan dokter spesialis pada RS pemerintah tahun 2013 sebanyak 3888dokter spesialis. Provinsi prioritas dalam pemberian biaya PPDS adalah Maluku,Bengkulu, Maluku Utara dan Nusa Tenggara Timur.

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Medical specialists are distributed unequaly in Indonesia . Scholarship

program of medical specialist (PPDS) is one way to equal the distribution. The

need to developed decision support system for medical specialist scholarship and

placement distribution at the provincial, district/city, and hospital where lack of

specialists. The development of decision support system for medical specialist

scholarship and placement distribution is using the System Development Life

Cycle (SDLC) method. This system is a complement of the online registration

system for Scholarship Program of Medical Specialist (PPDS). The determination

of the list of the hospital where lack of specialists and available scholarship

program of medical specialist are displayed in the online registration form option.

The result of this thesis is a database of medical specialist needs in Indonesian

government hospitals in 2013, as many as 3888 specialists. Priority provinces for

Scholarship program of medical specialist (PPDS) are Maluku, Bengkulu, Maluku

Utara, and Nusa Tenggara Timur."

"Tesis ini membahas analisis beban kerja perawat di instalasi rawat inap Rumah Sakit Hermina Bogor untuk mengetahui kebutuhan staf pelaksana perawat dengan berbagai metode perhitungan. Pasien anak adalah pengunjung terbanyak yang dirawat di Rumah Sakit Hermina Bogor. Perlunya menerapkan perawat, terutama dalam perawatan rawat inap anak-anak, harus benar-benar dipertimbangkan untuk mendapatkan kualitas layanan yang baik di Rumah Sakit Hermina Bogor. Jenis penelitian ini adalah penelitian deskriptif dengan analisis kuantitatif. Penelitian ini dilakukan dengan metode work sampling pada bulan April 2019 untuk memperoleh gambaran umum tentang beban kerja perawat yang dapat digunakan untuk perhitungan WISN (kebutuhan staf indikator beban kerja). Perhitungan juga dilakukan dengan formula Ilyas, formula untuk lokakarya PPNI dan formula Gillies. Hasil penelitian menunjukkan bahwa beban kerja perawat pada kegiatan produktif adalah 86,71%. Pergeseran pagi adalah beban kerja tertinggi 94,79%. Untuk hasil perhitungan kebutuhan perawat dengan metode WISN adalah 17. Perhitungan dengan rumus Ilyas diperoleh hasil 18, hasil rumus PPNI adalah 26 dan rumus Gillies yaitu 17. Jumlah perawat saat ini adalah 15 , jadi masih ada kekurangan 2 dengan perhitungan WISN dan Gillies, 3, dengan formula Ilyas dan 11 untuk perhitungan formula PPNI. Dalam kondisi saat ini perawat harus dapat menggunakan waktu terbaik untuk melakukan kegiatan administrasi karena merupakan kegiatan dengan jumlah waktu tertinggi dan memerlukan evaluasi lebih lanjut terkait dengan deskripsi posisi eksekutif perawat sehingga perawat tidak perlu melakukan kegiatan di luar tanggung jawab perawat dan fokus pada kegiatan perawatan pasien.

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This thesis discusses the analysis of the workload of nurses in the inpatient installation of the Hermina Hospital in Bogor to determine the needs of nurses implementing staff with various calculation methods. Pediatric patients are the most visitors treated at Hermina Hospital Bogor. The need to apply nurses, especially in children's inpatient care, must be seriously considered in order to get good quality services at Hermina Hospital, Bogor. This type of research is a descriptive study with quantitative analysis. This research was conducted with a work sampling method in April 2019 to obtain an overview of nurses' workloads that can be used for WISN calculations (staff workload indicator staff needs). Calculations are also made with the Ilyas formula, the formula for the PPNI workshop and the Gillies formula. The results showed that the nurses workload on productive activities was 86.71%. Morning shift is the highest workload of 94.79%. For the calculation of the need for nurses using the WISN method is 17. The calculation with the Ilyas formula obtained 18 results, the result of the PPNI formula is 26 and the Gillies formula is 17. The number of nurses at present is 15, so there is still a shortage of 2 with the calculation of WISN and Gillies, 3, with the Ilyas formula and 11 for the calculation of the PPNI formula. In the current condition nurses must be able to use the best time to carry out administrative activities because it is an activity with the highest amount of time and requires further evaluation related to the description of the executive executive position so that nurses do not need to carry out activities outside the nurses responsibilities and focus on patient care activities."

"[ABSTRAKKeselamatan Pasien ( Patient Safety ) telah menjadi issue yang sangat penting dalam pelayanan kesehatan. Setiap orang ingin mendapatkan pelayanan kesehatan yang aman dan bebas dari cedera yang tidak diinginkan.Melalui penelitian ini, dianalisis kualitas dan kuantitas tenaga perawat terhadap persepsi insiden keselamatan pasien di Rumah Sakit X. Studi dilakukan pada 44 orang perawat dan bidan dengan menggunakan desain cross sectional untuk melihat hubungan antara variabel pengetahuan, pendidikan, kemudahan penggunaan alat,kerjasama tim,pengalaman bekerja, disiplin dan jumlah tenaga perawat terhadap insiden keselamatan pasien.

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ABSTRACTPatient safety has become a very important issue in health care. Everyone wants to get health care that is safe and free from unwanted injuries.Through this study, analyzed the quality and quantity of nurses perceptions of patient safety incidents in the hospital X. The study was conducted on 44 nurses and midwives using cross sectional design to examine the relationship between the variables of knowledge, education, ease of use tools, work experience, discipline and the number of nurses on patient safety incidents.;Patient safety has become a very important issue in health care. Everyone wants to get health care that is safe and free from unwanted injuries.Through this study, analyzed the quality and quantity of nurses perceptions of patient safety incidents in the hospital X. The study was conducted on 44 nurses and midwives using cross sectional design to examine the relationship between the variables of knowledge, education, ease of use tools, work experience, discipline and the number of nurses on patient safety incidents., Patient safety has become a very important issue in health care. Everyone wants to get health care that is safe and free from unwanted injuries.Through this study, analyzed the quality and quantity of nurses perceptions of patient safety incidents in the hospital X. The study was conducted on 44 nurses and midwives using cross sectional design to examine the relationship between the variables of knowledge, education, ease of use tools, work experience, discipline and the number of nurses on patient safety incidents.]"

"Peningkatan konflik antar perawat pelaksana dan kecenderungan penurunan kualitas mutu pelayanan perawatan di rumah sakit. Kondisi ini dimungkinkan karena pengelolaan konflik yang terjadi di ruang rawat inap kurang dilaksanakan dengan baik oleh kepala ruang sehingga berdampak pada penurunan produktivitas waktu kerja perawat pelaksana.Penelitian ini bertujuan mengidentifikasi kemampuan manajemen konflik kepala ruang dan karakteristik perawat pelaksana terhadap produktivitas waktu kerja perawat. Penelitian dilakukan di RSUD Gunung Jati Kota Cirebon pada bulan Juli 2003. Desain penelitian deskriptif korelasi dengan metode pendekatan cross sectional. Sampel dalam penelitian ini sebanyak 114 dari 160 responden perawat pelaksana di rawat inap. Pengumpulan data menggunakan 2 jenis instrumen yang telah diuji coba, terdiri dari kuesioner karakteristik individu perawat dan kemampuan manajemen konflik kepala ruang yang dipersepsikan perawat pelaksana.Log harian untuk produktivitas waktu kerja perawat. Uji korelasi yang digunakan adalah uji korelasi pearson product moment, sedangkan teknik pengambilan data menggunakan metode random sampling. Hasil penelitian mendapatkan adanya korelasi positif antara kemampuan manajemen konflik kepala ruang yang dipersepsikan oleh perawat pelaksana dengan produktivitas waktu kerja (r = 0,251, p = 0,021) dan usia dengan produktivitas waktu kerja (r = 0,1995, p = 0,039). Tingkat pendidikan mempunyai hubungan yang bermakna dengan produktivitas waktu kerja (p = 0,001), serta ruang perawatan mempunyai hubungan yang bermakna dengan produktivitas waktu kerja (p = 0,000). Penelitian ini juga mendapatkan model produktivitas waktu kerja yang merupakan fungsi dari variabel kemampuan manajemen konflik kepala ruang (β = 0,162), umur (β = 0,315), tingkat pendidikan (β = 5,089), status pernikahan (β = 0,315) dan konstanta (6,626).Dampak dari temuan ini adalah produktivitas waktu kerja dapat ditingkatkan dengan meningkatkan kemampuan kepala ruangan dalam manajemen bangsal khususnya manajemen konflik serta melaksanakan penyegaran atau peningkatan pendidikan kepada perawat pelaksana yang semakin bertambah usia agar selalu sesuai dengan perkembangan IPTEK.

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Relationships between Ability of Conflict Management of Ward Manager Preceived by Nurses and Characteristic of Nurses and Productivity of Working Hour in Gunung Jati Hospital, CirebonThe increasing of conflict among nurses influences the decrease of service quality in hospital. This condition could be happened because conflict happened in patient unit is not managed effectively by ward managers, therefore it influences to the decrease of nurses performance of work.

The research's goal to identify the ability of ward manager in managing conflict and relationship with productivity of work hour of nurses. This research is done in Gunung Jati Hospital, Cirebon, July 2003. Research design use correlation descriptive by using cross sectional as a method. 114 respondents were chosen as samples from 160 nurses in patient unit. Collecting data is done by using questionnaire with random sampling method and daily log method. Correlation test use Pearson Product Moment Research result revealed that there is positive correlation between ability of conflict management perceived by nurses and work hour productivity (r=0,251, p =0,021). Variable of individual characteristic that has a significant relationships with hour productivity age (r=0,1995, p=0,039), level of education(p= 0,001) and ward unit (p=0,0001). This research has a regression model from work hour productivity which is function of conflict management ability of ward manager (β=0, 315) and constanta(6,626).

The impact of this finding is productivity of work hour could be increased by increasing the ability in implementing refreshing program or education of nurses in order to up date their knowledge and technology."