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Penelitian ini dilakukan untuk memperoleh informasi gambaran keadaan Dinas Kesehatan Kabupaten Kampar (struktur organisasi, tugas pokok dan fungsi. proyeksi kebutuhan sumber daya manusia, ketersediaan sumber daya manusia, pendidikan dan pelatihan), mekanisme penempatan, kompetensi yang dibutuhkan, kompetensi yang belum terpenuhi dan upaya organisasi dalam memenuhi kompetensi pejabat struktural tersebut.
Penelitian ini menggunakan pendekatan kualitatif melalui wawancara mendalam dengan informan Kepala Dinas dan Kepala Sub Dinas Kesehatan Kabupaten Kampar, Sekda, Bappeda dan Kepala Puskesmas, diskusi kelompok terarah dengan Kepala Sub Bagian dan Kepala Seksi Dinas Kesehatan Kabupaten Kampar, serta melakukan telaah dokumen. Pengolahan data dibuat dalam bentuk matriks yang diperoleh dari transkrip wawancara mendalam dan diskusi kelompok terarah. Teknik analisis yang dilakukan adalah teknik analisis isi, yaitu dianalisis sesuai dengan topik dan melakukan identifikasi menjadi beberapa topik.
Hasil penelitian menunjukkan bahwa struktur organisasi cukup ramping dan tugas pokok dan fungsinya telah mencakup seluruh program kesehatan di kabupaten, proyeksi kebutuhan sumber daya untuk lima tahun mendatang sudah dibuat berupa dokumen ketenagaan, tetapi ketersediaan sumber daya manusia saat ini masih kurang. Sebagian pejabat struktural belum mempunyai latar belakang pendidikan yang sesuai dengan jabatannya, sebagian belum mengikuti pelatihan kepemimpinan dan pelatihan teknis untuk pelaksanaan tugas pokoknya masih kurang. Kompetensi yang diburuhkan untuk melaksanakan tugas pokok pejabat struktural Dinas Kesehatan Kabupaten Kampar adalah pemahaman terhadap tugas pokok dan fungsinya, menetapkan dan melaksanakan program, membangun jaringan kerja lama, merencanakan dan menetapkan program peningkatan sumber daya manusia, serta melaksanakan pengawasan, pengendalian dan evaluasi kinerja unit organisasinya. Belum semua kompetensi tersebut memadai untuk melaksanakan tugasnya, dimana kompetensi yang belum memadai adalah kemampuan pengorganisasian dalam pelaksanaan program, merencanakan dan menetapkan program peningkatan sumber daya manusia dalam unit organisasinya. Upaya organisasi dalam memenuhi kompetensi saat ini adalah dengan mengirim untuk mengikuti pelatihan-pelatihan teknis.
Disarankan agar pemerintah daerah meninjau kebijakan tentang persyaratan dan mekanisme penempatan jabatan struktural bagi pegawai negeri sipil, serta mendukung pembentukan program peningkatan sumber daya manusia kesehatan di daerahnya. Peningkatan sumber daya manusia disarankan dalam hal jumlah dan jenis ketenagaan yang masih dibutuhkan oleh Dinas Kesehatan Kabupaten Kampar. Dinas Kesehatan disarankan secara proaktif mengadvokasikan program-program peningkatan sumber daya nianusia kepada pemerintah daerah. Kepada pejabat struktural disarankan secara proaktif meningkatkan kompetensinya baik melalui peningkatan pendidikan maupun melalui pelatihan-pelatihan teinis yang sesuai dengan jabatannya.
Decentralization is the attempt of center government to give authority to the district in planning and conducting the development appropriate with their need. Hence, it is considered necessary to maintain the professionalism of human resources in the district in order to be able to conduct its authority well. Structural Job of the District of Kampar Health Office plays an important role on accomplishing the implementation of health programs in the district. Government regulation Number 13 Year 2002 in term of the Amendment of Government Regulation Number 100 Year 2000 in term of the Deployment of Civil Government Officer in structural Job says that the requirements to get structural position are grade or position in the organization, appropriate educational background, and job competencies. The deployment of structural officer in the District of Kampar Health Office, the Province of Riau was based on minimum grade, meanwhile the required competencies had not been noticed yet.
This research was conducted to obtain the information about the description of Health Office in the District of Kampar (organization structure, main task and function, need projection of human resources, availability of human resources, education and training), placement mechanism, required competencies other uncovered competencies, and organization's efforts to meet the competency of structural officer.
This research used qualitative approach through conducting in-depth interview to the informants (the Head of Health Office and Sub-head of Health Office. Local Government Secretary, District Planning Board, and Head of Health Center), and conducting focus group discussion to the Head of Unit and Head of Section of Health Office. Besides, this research also reviewed the documents. Data processing was conducted by making matrix table that obtained from the transcript (interview result) of both in-depth interview and focus group discussion. Analysis technique used an essay analysis technique, which analyzed the interview result according to topics and identified them into some topics.
The result showed that organization structure was flat enough and the main task and function had included all of district health programs. The need projection or planning of human resources had been made as human resources documents. However, the lack of human resources still remained. Some of structural officers had not had appropriate educational background with their position. Some of them had not got the leadership training yet and also technical training to conduct their main task. Required competencies to do the main task of structural officer of the District of Kampar Health Office were the understanding of main task and function, setting up and implementing the programs, developing the network, planning and setting up the human resources development, and monitoring and evaluating the work performance in each unit. Nevertheless, not all the competencies above were implemented yet. Insufficient competencies that found were the ability to organize the programs, planning and setting up the human resources improvement program in the unit. Organization's attempt to meet the competencies was sending its human resources to get technical training.
It is recommended to the district government in order to review the placement mechanism of structural officer for the civil government officer, and to support the making of human resources improvement program in their district. Besides, the amount and sort of human resources that needed by the District of Kampar Health Office were also recommended to be reviewed. The Health Office is suggested to proactively advocate the district government to maintain the human resources improvement programs. It is also recommended to the structural officer to enhance his competence through continuing education and taking technical training that in line with his job.
Belum optimalnya produktivitas kerja pegawai negeri sipil (PNS) akan berdampak pada upaya penyelenggaraan pemerintahan dan pembangunan, disamping terjadinya inefisiensi sumber daya. Tujuan penelitian ini adalah untuk mengetahui produktivitas kerja karyawan dan hubungan kepemimpinan, motivasi dan iklim organisasi dengan produktivitas kerja karyawan baik sendiri mauprm bersamaan di Dinas Kesehatan Kabupaten Tabalong. Metodologi penelitian menggunakan pendekatan cross sectional dengan responden penelitian adalah karyawan Dinas Kesehatan Kab. Tabalong dengan jumlah sampel sebesar 65 orang. Pengumpulan data menggunakan instrumen berupa kuesioner dengan hasil ukur berupa skor. Berdasarkan hasil penelitian diketahui tingkat produktivitas kerja karyawan di Dinas Kesehatan Kab. Tabalong berdasarkan skor yang dicapai sebesar 7l,3% dengan nilai di atas rata-rata sebesar 55,4%. Temuan penelitian menunjukkam bahwa ada hubungan yang signifikan antara kepemimpinan, motivasi dan iklim organisasi dengan produktivitas kerja baik secara mandiri maupun bersama. Hasil ini sesuai dengan model yang diduga mempunyai hubungan dengan produktivitas yakni kepemimpinan, motivasi dan iklim organisasi. Sesuai hasil yang ditemukan, maka agar produktivitas kerja karyawan di Dinas Kesehatan Kab. Tabalong lebih meningkat maka kepada pihak manajemen secara berjenjang perlu memperhatikan, mengelola dan memuaskan motivasi karyawannya. Di samping itu pula, perlu melakukan intervensi terhadap kepemimpinan dan iklim organisasi yang ada.
The optimum productivity that not yet reached among civil servants should be alfecting good governance effort amd national development, besides the inediciently use of resources. The objective of this study is to find out work productivity of staffs by personal or group and its relation between leadership, motivation and organizational atmosphere. This study using cross sectional method and respondents are 65 staffs in Health Office of District of Tabalong, data collecting instrument of this study is questionnaire with measurement output is score. The results of this study shows that productivity level of Health Once staffs in score has reached 7l,3% with average is 55,4%. Base on this result there is significant relationship by personal or group between leadership, motivation, and organizational atmosphere with productivity whether by partial correlation or multiple. Based on these results, to improve the productivity of staffs in Health Office, the management should be focusing on staffs motivation gradually and intervention to leadership and organizational atmosphere.
Sumber daya manusia merupakan salah satu faktor yang memegang peranan penting untuk mencapai sasaran organisasi. Sumber daya manusia yang cakap, terarnpil dan berpendidikan sangat menentukan keberhasilan suatu organisasi. Untuk menjalankan semuanya itu sumber daya manusia memerlukan motivasi untuk dapat meningkatkan kinerja. Dalam meningkatkan kinerja, peran kepemimpinan dan faktor kemampuan kerja sangat menentukan keberhasilan maupun kegagalan dalam mencapai tujuan yang telah ditetapkan. Dalam suatu unit organisasi, kemampuan kerja akan dapat dioptimalkan bila didukung oleh kelengkapan sarana dan prasarana kerja yang baik.Mengingat masalah kinerja staf sangat dipengaruhi oleh kepemimpinan, motivasi, kelengkapan sarana dan prasarana, kemampuan serta disiplin kerja, dan tinggi rendahnya kinerja staf akan berpengaruh terhadap pelayanan kesehatan di kota Pekanbaru, khususnya di lingkungan Kantor Kesehatan Pelabuhan Pekanbaru, maka perlu dilakukan perielitian terhadap kinerja staf Kantor Kesehatan Pelabuhan Pekanbaru Propinsi Riau Tahun 2001.Rancangan penelitian mengunakan pendekatan kualitatif deskriptit; melalui wawancara mendalam, dan Fokus group diskusi (FGD). Sumber informasi pada penelitian ini diperoleh dari pejabat struktural (Eselon IV) di lingkungan Kantor Kesehatan Pelabuhan Pekanbaru, staf masing-masing seksi dan sub.bagian serta penanggung jawab wilayah kerja dengan jumlah sebanyak 21 orang, hasil diskusi kelompok serta profil Kantor Kesehatan Pelabuhan Pekanbaru Tabun 2001 sebagai data sekunder.Hasil penelitian pada Kantor Kesehatan Pelabuhan Pekanbaru, menunjukkan masih adanya kekurangan, dan ketidaksesuaian dengan target pencapaian, belum adanya pemberian penghargaan atau sanksi kepada staf yang bekerja baik atau bekerja tidak baik, serta belum optimalnya bimbingan, pembinaan, dorongan dan komunikasi dengan staf. Hal lain adalah masih kurangnya motivasi kerja dan gairah kerja, masih kurang memadainya sarana dan prasarana, kurangnya kemampuan dan keterampilan teknis, serta kurangnya disiplin kerja, ini terlihat dari hasil rekapitulasi nilai kehadiran rata-rata staf adalah 68,93%.Penelitian ini menyarankan, untuk meningkatkan kinerja, bimbingan, pembinaan, dorongan dan komunikasi dengan staf serta adanya penghargaan bagi yang bekerja dengan baik dan sanksiltegoran bagi yang bekerja tidak baik, berikutnya adalah pengadaan sarana dan prasarana, serta perlu meningkatkan kemampuan dan keterampilan teknis Kepala SeksilKepala Sub.Bagian melalui pelatihan-pelatihan, atau tugas belajar. Agar masing-masing staf dapat memahami tugas pokok dan fungsinya dengan baik, perlu ditingkatkan rasa kekeluargaan, kebersamaan dan kekompakan agar terjalin hubungan baik antara atasan dengan bawahan.
The Factors that Influence to the Staff Performance of Health Office, Pekanbaru Harbor, Riau Province, 2001Human resources are one of the factors that give an important role in achieving the goal of organization. Smart, skilled and educated human resources will determine the success of an organization. To run of all these, they should be motivated in order to improve their performance. In improving the performance, the role of leadership and the factors of work capability will determine the success or fail in achieving the goal that stated. In an organization unit, work capability can be optimized if supported by the completeness of means and good work infrastructures.Considering that the problem of staff performance according to the writer's assumption it was influenced by leadership, motivation, completeness of means and infrastructure, capability also work discipline, where its low-high of staff performance will influence to health service in Pekanbaru City, especially at the Health Office of Pekanbaru Harbor. So it is need to conduct the study on the staff performance of Health Office, Pekanbaru, Harbor, Riau Province in 2001.The design study was used descriptive qualitative approach, through in-depth interview, and Focus Group Discussion (FGD). The resource of information of this study were structural officer (Echelon IV) at the Health Office of Pekanbaru Harbor, each staff of section and sub-department also the undertaker of working area, with the number 21 people. Profile Data of Health Office of Pekanbaru Harbor in 2001 and the result of the FGD.The result of this study shows that the staff performance at the Health Office of Pekanbaru Harbor was weak, and it was not meet with the target. There was not any rewarding or sanction to staff who was working good or was not good, also the guidance has not optimal yet, managing, motivation and communication to the staff There was still lack of work motivation and spirit, still lack of means and infrastructure, lack of capability and technical skills, also lack work discipline. It can be seen from the result of recapitulation average of the attendant value of the staff was 68,93%.This study is recommend to improve the performance, guidance, managing, motivation and good communication to the staff, it also should be established the rewarding system to who good working and sanction to whose was not good working. The procurement of means and infrastructures should be improved, the capability and technical skill of Head Section I Head Sub Department also should be improved through some training, or advance study. In order that each staff could understand the main task and their function, it should be increased the sense of family spirit, togetherness, and compact, these conditions will establish good relations between the superior and the subordinate.