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"Skripsi ini membahas mengenai penerapan kebijakan retensi tenaga perawat yaitu bagaimana rumah sakit menerapkan kebijakan untuk mempertahankan perawat untuk tetap bekerja di Rumah Sakit Jati Sampurna Bekasi. Rumusan masalah pada penelitian ini adalah tingginya tingkat turnover perawat di Rumah Sakit Jati Sampurna Bekasi, sehingga manajemen rumah sakit harus melakukan upaya dalam mempertahankan perawat. Tujuan dari penelitian ini untuk menganalisis kebijakan retensi dan motif tenaga perawat untuk tetap bertahan di Rumah Sakit Jati Sampurna Bekasi. Penelitian ini merupakan penelitian kualitatif dengan pendekatan deskriptif. Hasil penelitian menemukan sejumlah alasan perawatperawat masih bertahan untuk bekerja di rumah sakit ini yaitu kebijakan mengenai kompensasi, hubungan kerja yang baik, dan peraturan rumah sakit yang cukup fleksibel, selain itu ada alasan lain yang muncul karena motif individu yaitu jarak rumah dan rumah sakit yang dekat serta suasana kekeluargaan yang tinggi antar sesama pegawai di rumah sakit. Peneliti menyarankan agar kebijakan mengenai retensi tenaga perawat yang belum diterapkan di Rumah Sakit Jati Sampurna Bekasi seperti jenjang karir perawat, penghargaan perawat berprestasi, program pengembangan dan pelatihan perawat, meningkatkan ketersediaan sarana dan prasarana yang dibutuhkan perawat dalam memberikan pelayanan kepada pasien, serta meninjau kembali sistem kompensasi yang sudah berjalan.

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This research explained about the application of policy retention of nurses that is how the hospital management to implement that policies to retain nurses to keep working in Jati Sampurna Hospital Bekasi. The problem in this research is the turnover rate of nurses is high in Jati Sampurna Bekasi Hospital, so that the hospital management must make the efforts to retain nurses who are still working.

The purpose of this study was to analyze the policy retention and motives of nurses in Jati Sampurna Bekasi Hospital in effort to retain the nurses. This research is descriptive survey with qualitative approach.

The result of the research found some reason of the nurses remained to work in this hospital is a policy of compensation, good working relationship, and hospital rules are flexible, beside that had another reasons arising from the individual motives, that is the distances between home and hospital, and as well as a high familial atmosphere among fellow employees at the hospital.

I suggest that policy about retention of nurses which hasn?t been applied in Jati Sampurna Bekasi Hospital like a career upgrading system, nurses achievement award, nurses development training program, to increase availability of infrastructure that supports of nurses work, and review the existing compensation policy in Jati Sampurna Bekasi Hospital."

"Nilai profesional adalah ciri penting dari profesi keperawatan dan sebagai acuan dalam berperilaku dan bertindak. Terdapat tujuh dari sepuluh mahasiswa profesi di Jawa Timur yang mengatakan sulit beradaptasi dengan program profesi diduga menjadi salah satu masalah dalam penerapan nilai profesional di lingkungan praktik. Penelitian ini bertujuan mengidentifikasi gambaran nilai profesional mahasiswa profesi pada Perguruan Tinggi Negeri di daerah Jawa Timur. Metode yang digunakan dalam penelitian ini adalah deskriptif menggunakan kuesioner NPVS3-I (Nurses Professional Values Scale-3: Indonesian Version) dengan teknik simple random sampling. Penelitian ini menggunakan 195 orang sebagai sampel mahasiswa profesi semester dua. Penelitian menghasilkan bahwa responden memiliki rerata usia 22,37 tahun, berjenis kelamin perempuan 82,6%, berpendidikan terakhir SMA/SMK/Ma sederajat 76,9%, dan berasal dari PTN di daerah Surabaya 55,9%. Mahasiswa profesi memiliki nilai profesional baik 56,4%, caring baik 58,5%, activism baik 52,3%, dan profesionalism baik sebanyak 54,4%. Kesimpulan dalam penelitian ini adalah nilai profesional dan faktor-faktornya (caring, activism, dan profesionalism) dari mahasiswa profesi di perguruan tinggi negeri di daerah Jawa Timur cenderung baik utamanya pada jenis kelamin perempuan, pendidikan terakhir SMA/SMK/Ma sederajat, dan dari PTN di daerah Surabaya. Rekomendasi peneliti adalah perlu adanya pengembangan nilai profesional bukan hanya fokus dalam akademik, melainkan juga melalui pelatihan langsung di lahan praktik.

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Professional values are an important characteristic of the nursing profession and as a reference in behavior and action. There are seven out of ten professional students in East Java who say it is difficult to adapt to the professional program is thought to be one of the problems in the application of professional values in the practice environment. This study aims to identify the description of professional values of professional students at state universities in East Java. The method used in this research was descriptive using the NPVS3-I (Nurses Professional Values Scale-3: Indonesian Version) questionnaire with simple random sampling technique. This study used 195 people as a sample of second semester professional students. The study found that the respondents had an average age of 22.37 years, 82.6% were female, 76.9% had a senior high school education, and 55.9% came from public universities in Surabaya. Professional students have good professional values 56.4%, good caring 58.5%, good activism 52.3%, and good professionalism as much as 54.4%. The conclusion in this study is that professional values and their factors (caring, activism, and professionalism) of professional students in public universities in East Java tend to be good, especially in female gender, the last education of SMA / SMK / MA equivalent, and from state universities in the Surabaya area. The researcher's recommendation is that there is a need to develop professional values not only in academics, but also through direct training in practice."

"ABSTRAKUntuk menekan kerugian sekecil mungkin, lazimnya perusahaan reasuransi akan mengambil suatu jumlah tertentu sebagai jaminan atas risiko yang ditanggung danjumlah ini disebut retensi. Metode batas retensi yang ditetapkan oleh perusahaan selama ini memberikan keamanan bagi perusahaan. Sesuai Surat Edaran Otoritas Jasa Keuangan nomor 31/SEOJK.05/2015 tentang Batas Retensi Sendiri, Besar Dukungan Reasuransi dan Laporan Program Reasuransi/Retrosesi, dijelaskan mengenai batas minimum dan maksimum retensi sendiri sesuai dengan lini usaha.Metode Pentikainen mencoba untuk menetapkan batas retensi terbaru untukperusahaan. Dengan batas retensi terbaru yang disimulasikan dengan bisnisretrosesi akan didapatkan hasil underwriting bersih. Peningkatan hasilunderwriting bersih dapat meningkatkan profit bagi perusahaan

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ABSTRACTIn order to minimize the loss as minimum as possible, a reinsurance company willusually take a certain amount as the security for the risk that covered. This amountis called retention. All this time the retention limit method which appointed by thecompany may provide a security value to the company. In accordance to SuratEdaran Otoritas Jasa Keuangan No 31/SEOJK.05/2015 concerning Limit OwnRetention, Reinsurance support and Reinsurance/Retrocession Program Reportexplain the minimum and maximum limit own retention according to businesslines. Pentikainen methods try to define latest retention limit for the company.When we use the latest retention limit simulated by the retrocession business, wewill get the net underwriting result. The increasing of the net underwriting resultcan make the company profit growing bigger;"

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