Electronic Medical Record (EMR) sebagai salah satu upaya pengelolaan satu data kesehatan berbasis individu masih belum terlaksana berdasarkan Peraturan Menteri Kesehatan 24/2022. Peraturan mewajibkan seluruh fasyankes menyelenggarakan rekam medis berbasis digital dan terintegrasi maksimal tanggal 31 Desember 2023. Hingga saat ini terdapat 2.000 dari 3.000 RS yang belum menyelenggarakan EMR sesuai peraturan. Salah satu penyebab adalah kurangnya kesiapan sumber daya manusia (SDM). Padahal EMR memudahkan beberapa kegiatan pelayanan hingga meningkatkan kualitas dan organisasi pelayanan kesehatan. Penelitian menggunakan teori FITT Framework dan manajemen perubahan oleh Kotter untuk menganalisis kesiapan SDM dan strategi untuk mempercepat implementasi EMR. Penelitian menggunakan metode kualitatif dengan jenis studi kasus. Informan penelitian ditentukan dengan metode purposive sampling terdiri dari manajemen rumah sakit, tenaga medis, tenaga kesehatan, dan pihak mitra penyelenggara EMR. Data yang dikumpulkan berupa data primer yaitu hasil pengumpulan data dan data sekunder melalui telaah dokumen. Hasil penelitian menunjukkan bahwa SDM di lokasi penelitian tidak siap terhadap kebutuhan, keterlibatan, penyediaan teknologi, dan ketersediaan kebijakan penyelenggaraan EMR. Ketidaksiapan SDM disebabkan kurang jelasnya regulasi, kurangnya dukungan dan komitmen manajemen terhadap perannya, dan kurangnya motivasi, komunikasi, koordinasi antar SDM. Kesimpulan penelitian adalah dibutuhkan penerapan manajemen perubahan secara bertahap bagi pihak terlibat untuk mempercepat implementasi EMR di lokasi penelitian.
Electronic Medical Record (EMR) as an effort to manage the entire individual-based health data is still not implemented based on The Regulation of Minister of Health 24/2022. Regulation requires all of health facilities to organize digital-based and integrated medical record by December 31st 2023. However, 2.000 out of 3.000 hospitals have not implemented EMR according to the regulation yet. One of the causes is a lack of human resources (HR) readiness. In fact, EMR can facilitate several service activities and improve the organizations and quality of health service. The study used the FITT Framework theory and Kotter’s change management to analyze the HR readiness and the strategies needed to accelerate the implementation. This study used a qualitative method with case study design. The informants of the study were determined using the purposive sampling method consisted of hospital management, medical personnel, health workers, and the organizing partner. The data collected is primary data from data collection and secondary data through document review. The study results showed that the HR at the research location is not ready for needs, engagement, providing technology and policy for impelementing EMR. The unreadiness of the HR is caused by the lack of clarity in the regulation, the lack of management support dan commitment to their role, and lack of motivation, communication, and coordination between the HR. The research conclusion is that implementing change management gradually is needed for the parties involved to accelerate the EMR implementation at the research location.
Stevani Dharma Yanti-Tesis-FKM_Full Text-2024.pdf ::