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Abstrak :
Salah satu indikator keberhasilan rumah sakit adalah ketersediaan SDM yang bermutu dari segi kuantitas dan kualitas. Salah satu metode perencanaan kebutuhan tenaga berdasarkan beban kerja adalah Pedoman dalam Permenkes No. 53 Tahun 2012. Penelitian ini bertujuan untuk mengetahui beban kerja dan kebutuhan tenaga di Instalasi Farmasi Rawat Jalan RS Kanker Dharmais tahun 2013. Hasil perhitungan kebutuhan tenaga didapatkan Instalasi Farmasi Rawat Jalan masih mengalami kekurangan tenaga apoteker sebanyak 2 orang dan asisten apoteker sebanyak 1 orang. Hasil penelitian menyarankan bahwa RS Kanker Dharmais meningkatkan sistem informasi, penambahan atau mutasi tenaga, meningkatkan kerjasama dengan dokter. ......One of success indicator in effective and efficient hospital is availability of human resources in terms of quantity and quality. Therefore, human resources need should be well planned. One of human resources planning method based on workload is based on Permenkes No.53 2012. This study aimed to determine amount of personnel needs in Pharmacy Department in 2013. Based on calculation, addition of three pharmacists and one assistant pharmacist are needed. Based on research results, the researcher suggests that pharmacy department should improve information systems, addition of pharmacist and assistant pharmacist, centralized outpatient services in one place, enhancing cooperation with physicians.

Abstrak :
Komitmen afektif merupakan sikap positif yang dimiliki oleh karyawan yang menunjukkan loyalitasnya pada perusahaan. Perusahaan perlu memperhatikan faktor yang berpengaruh dalam mendukung terciptanya komitmen afektif, salah satunya High Commitment Human Resource Practices (HCHRP). Penelitian ini bertujuan untuk mengetahui peran usia sebagai moderator hubungan antara HCHRP dan komitmen afektif yang dikelompokkan menjadi Development High Commitment Human Resource Practices (DHCHRP) dan Maintenance High Commitment Human Resource Practices (MHCHRP). Pengumpulan data dilakukan pada karyawan Divisi ABC PT XY (N = 144) dan dianalisis menggunakan analisis regresi berganda dengan analisis moderasi. Hasil penelitian menunjukkan usia menguatkan hubungan DHCHRP dengan komitmen afektif, yaitu pada karyawan senior, persepsi DHCHRP memengaruhi komitmen afektif lebih kuat daripada karyawan junior. Sebaliknya, usia melemahkan hubungan MHCHRP dan komitmen afektif, yaitu persepsi MHCHRP memengaruhi komitmen afektif lebih lemah pada karyawan senior daripada karyawan junior. Sementara itu, intervensi pelatihan job crafting dilakukan untuk meningkatkan persepsi karyawan pada HCHRP terutama praktik SDM partisipasi yang diharapkan juga dapat meningkatkan komitmen afektif karyawan. Efektivitas intervensi dianalisis menggunakan Wilcoxon Signed Rank Test. Hasil analisis menunjukkan pengetahuan karyawan tentang job crafting meningkat, tetapi tidak dengan perilakunya.

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ABSTRACT

 

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The affective commitment is a positive attitude that employees have and demonstrates their loyalty to the company. The company needs to pay attention to influential factors in supporting the form of affective commitment, one of which is High Commitment Human Resource Practices (HCHRP). This research aims to determine the role of age as moderator in the relationship between HCHRP and the affective commitment grouped into Development High Commitment Human Resource Practices (DHCHRP) and Maintenance High Commitment Human Resource Practices (MHCHRP). Data collection was conducted to the employees of ABC Division PT XY (N = 144) and analyzed using multiple regression with moderation analysis. The results showed that the relationship between DHCHRP and affective commitment was strengthened by age, that is, older workers perceived DHCHRP affect the affective commitment stronger than younger workers. Conversely, MHCHRP relationships and affective commitments was weakened by age, i.e. older workers of the MHCHRP perception affect affective commitment weaker than younger workers. Meanwhile, intervention of job crafting training was carried out to improve employee perception on HCHRP, specifically participation which is expected to also increase the employee`s affective commitment. The effectiveness of the intervention was analyzed using Wilcoxon Signed Rank Test. Results of the analysis showed that the knowledge of employees on job crafting increased, but not by their behavior.

 

Abstrak :
ABSTRAK
Penelitian ini membahas persepsi karyawan terhadap peran Departemen SDM tempat karyawan bekerja pada saat ini berdasarkan HR value proposition yangdikemukakan oleh Ulrich dan Brockbank 2005 . Metode analisis data yangdigunakan adalah analisis deskriptif dan content analysis. Responden diperolehdengan menggunakan teknik non-probability sampling dengan conveniencesampling. Pengumpulan data dalam penelitian ini dilakukan menggunakankuesioner yang didistribusikan secara online. Hasil penelitian secara keseluruhanmenunjukkan bahwa Departemen SDM dipersepsikan oleh karyawan sudah cukupbaik menjalankan peran employee advocate dan lumayan baik dalam functionalexpert, human capital developer, HR leader, dan strategic partner.

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ABSTRACT
This study discusses the employees perception of the Human Resources Department HRD role based on the HR value proposition proposed by Ulrichand Brockbank 2005 . Data were analyzed by using non probability samplingtechnique with descriptive and content analysis. Respondents in the study wasobtained by using convenience sampling. Data in this study were collected viaonline questionnaire. Overall result of this study indicate that HR department isperceived to be pretty good performing the role of employee advocate, and quitegood employing functional expert, human capital developer, HR leader, andstrategic partner.