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ABSTRAK
Latar belakang : Sebagai unsur tenaga kesehatan terbesar di RSUD Ilaga, kualitas perawat sangat mempengaruhi kualitas pelayanan di RSUD. Pengetahuan, keterampilan, dan kinerja perawat yang baik akan berbanding lurus dengan kualitas pelayanan di RSUD Ilaga. Pelatihan perawat di RSUD Ilaga bertujuan meningkatkan kualitas perawat, namun pada pelaksanaannya tidak memberikan dampak yang signifikan pada laporan kinerja sebelum dan sesudah pelatihan. Hal ini harus segera diatasi, karena kegagalan pelatihan yang tidak efektif, tidak efisien dan tidak relevan dengan kebutuhan perawat di RSUD Ilaga dapat menghambat upaya peningkatan kualitas pelayanan di RSUD Ilaga.
Tujuan Penelitian : Penelitian ini bertujuan untuk mengidentifikasi kebutuhan pelatihan di RSUD Ilaga.
Metodologi Penelitian : Penelitian ini menggunakan metode kualitatif dan kuantitatif. Metode kuantitatif dilakukan dengan menggunakan data survei dari kussioner Hennesy-Hicks pada responden (n=29, purposive sampling), yang terdiri dari 25 pertanyaan (lima kategori). Hasil survey kemudian diolah dengan pedoman Hennesey-Hicks, dengan menggunakan software Microsoft Excell dan SPSS 29, kemudian disajikan dalam bentuk tabel. Metode kualitatif dilakukan dengan menggunakan data hasil wawancara semi terstruktur (n=14) terdiri dari 42 pertanyaan (analisis organisasi, analisis tugas, analisis personal) kemudian diolah dengan analisis tematik.
Hasil Penelitian : Prioritas utama kebutuhan pelatihan responden menurut jenjang pendidikan yaitu administrasi dan keterampilan klinis, tetapi kesenjangan kompetensi lebih kecil pada responden S1 + Profesi. Prioritas kebutuhan pelatihan menurut asal instansi bekerja yaitu administrasi dan keterampilan klinis, dengan kesenjangan paling tinggi di IRNA. Prioritas kebutuhan pelatihan menurut usia tidak berbeda yaitu administrasi dan keterampilan klinis, dengan kesenjangan cenderung menurun dengan pertambahan usia. Prioritas kebutuhan pelatihan menurut lama bekerja yaitu administrasi dan keterampilan klinis, namun terdapat variasi kesenjangan pada tiap kategori lama bekerja. Hasil analisis organisasi menunjukan kebutuhan pelatihan adalah pelatihan RME. Hasil analisis tugas menunjukan terdapat kebutuhan pelatihan keterampilan klinis (operasional alat medis, dan tindakan emergensi) dan pelatihan SOP. Hasil analisis personal menunjukan perlunya pelatihan motivasi.
Kesimpulan : Hasil analisis kebutuhan pelatihan ini dapat menjadi dasar pertimbangan dalam perencanaan dan pelaksanaan pelatihan di RSUD Ilaga.
Kata Kunci : Gap Competency Analysis, Hennessy-Hicks Questionairre, Organisational Analysis, Personal Analysis, Training Needs Analysis.
ABSTRACT Background: As the largest health workforce in Ilaga Regional Hospital, the quality of nurses greatly affects the quality of service at the hospital. Good knowledge, skills, and performance of nurses will be directly proportional to the quality of service at Ilaga Regional Hospital. Nurse training at Ilaga Regional Hospital aims to improve the quality of nurses, but in its implementation it does not have a significant impact on performance reports before and after training. This must be addressed immediately, because the failure of ineffective, inefficient and irrelevant training to the needs of nurses at Ilaga Regional Hospital can hinder efforts to improve the quality of service at Ilaga Regional Hospital. Research Objectives: This study aims to identify training needs at Ilaga Regional Hospital. Research Methodology: This study uses qualitative and quantitative methods. The quantitative method was carried out using survey data from the Hennesy-Hicks questionnaire on respondents (n = 29, purposive sampling), consisting of 25 questions (five categories). The survey results were then processed with the Hennesey-Hicks guidelines, using Microsoft Excel and SPSS 29 software, then presented in table form. Qualitative methods were conducted using semi-structured interview data (n=14) consisting of 42 questions (organizational analysis, task analysis, personal analysis) then processed with thematic analysis. Research Results: The main priority of respondents' training needs according to education level is administration and clinical skills, but the competency gap is smaller for S1 + Profession respondents. The priority of training needs according to the institution of origin is administration and clinical skills, with the highest gap in IRNA. The priority of training needs according to age is no different, namely administration and clinical skills, with the gap tending to decrease with age. The priority of training needs according to length of service is administration and clinical skills, but there are variations in the gap in each category of length of service. The results of the organizational analysis show that the training need is RME training. The results of the task analysis show that there is a need for clinical skills training (operation of medical devices, and emergency actions) and SOP training. The results of the personal analysis show the need for motivational training. Conclusion: The results of this training needs analysis can be the basis for consideration in planning and implementing training at Ilaga Hospital. Keywords: Gap Competency Analysis, Hennessy-Hicks Questionnaire, Organizational Analysis, Personal Analysis, Training Needs Analysis.
Latar Belakang. Keberhasilan pembangunan kesehatan sangat dipengaruhi oleh mutu sumber daya manusia (SDM) kesehatan yang berperan sebagai pemikir, perencana dan pelaksana pembangunan kesehatan. Meningkatnya angka kesakitan dan beragamnya jenis penyakit menuntut untuk lebih berbenah dalam menghadapi permasalahan kesehatan yang lebih besar. Mempersiapkan tenaga- tenaga kesehatan yang handal dengan kualitas dan kuantitas yang memadai serta mengikuti perkembangan dunia kesehatan. Karena SDM merupakan bagian terpenting dari sebuah pelaksanaan pelayanan, maka penelitian ini akan difokuskan pada SDM yang terkait dengan jumlah kebutuhan yang diperlukan disertai dengan gambaran kualifikasi yang dibutuhkan nantinya dalam pengadaan kebutuhan tersebut. Metode. Penelitian ini merupakan penelitian yang bersifat deskriptif dengan metode Workload Indicators of Staffing Need (WISN) adalah merupakan indikator yang menunjukkan besarnya kebutuhan tenaga pada sarana kesehatan berdasarkan beban kerja, sehingga alokasi/relokasi akan lebih mudah dan rasional. SDM yang jadi sampel adalah tenaga dokter dan perawat di pelayanan rawat inap RSUD Bangkinang Analisis dalam penelitian ini untuk menghasilkan gambaran kebutuhan dan Kualifikasi SDM kesehatan. Hasil. Hasil penelitian menunjukkan bahwa adanya perbedaan yang significant mengenai gambaran jumlah kebutuhan perawat dengan SDM yang tersedia saat ini. Di gambaran kebutuhan dokter hanya menghasilkan selisih dalam jumlah kecil. Sedangkan kualifikasi tenaga, pihak RSUD lebih menyerahkan kepada Pemda setempat. Hal ini dikarenakan RSUD masih di biayai sepenuhnya oleh Pemda. Sedangkan menurut pendapat ahli, SDM yang bertugas harus memiliki credentialing dan preveleging, pengalaman di bidangnya serta kompetensi yang mendukung dalam pelaksanaan tugasnya.
Background. The success of health development is strongly influenced by the quality of human resources (HR) that acts as a health thinkers, planners and implementers of health development. Increasing morbidity and various types of diseases demanding for more clean up in the face of greater health problems. Preparing medical personnel that are reliable with sufficient quality and quantity as well as follow the development of world health. Because HR is the most important part of a service implementation, so this research will be focused on human resources related to the total needs required accompanied with images of the qualifications required later in the procurement of those needs. Methode. This research is descriptive method Workload Indicators of Staffing Need (WISN) is an indicator that shows the amount of manpower needs in healthcare facilities based on the workload, so the allocation/ relocation will be easier and rational. .Human resources so the sample is of doctors and nurses in inpatient services Bangkinang hospital The analysis in this study to produce a picture of health human resources needs and qualifications. Result. The results showed that there are significant differences regarding the picture of the number of nurses with the needs of human resources currently available. In the picture of the needs of physicians resulted in a difference only in small quantities. While the qualifications of personnel, the hospital handed over to local government. This is because hospitals still be financed entirely by the Government. Meanwhile, in the opinion of experts, in charge of human resources must have experience in their fields and competencies that support the execution of his duty.
Pelaporan kesalahan pelayanan merupakan usaha untuk memperbaiki sistem pelayanan dalam mencapai pelayanan yang aman. RSUD Kab Bekasi dalam mengembangkan program keselamatan pasien sejak tahun 2009, yang terlihat dari laporan tahunan program keselamatan pasien, terdapat indikasi perlunya peningkatan kesadaran setiap personil dalam melaporkan kesalahan pelayanan, termasuk perawat pelaksana di unit rawat inap rumah sakit. Penelitian ini bertujuan untuk mengukur persepsi perawat pelaksana dalam melaporkan kesalahan pelayanan serta mencari hubungannya dengan budaya keselamatan pasien, gaya kepemimpinan, dan kerja tim. Penelitian dirancang dengan disain cross sectional dengan menggunakan kuesioner sebagai alat ukur. Pengambilan data dilakukan pada bulan November 2011.Responden merupakan keseluruhan perawat pelaksana di unit rawat inap RSUD Kab. Bekasi dan didapatkan 77 kuesioner yang dapat dianalisa. Data yang diperoleh dianalisa secara univariat dan multivariat dengan menggunakan metode component based structural equation modeling dengan aplikasi komputer SmartPLS. Hasil penelitian menunjukkan budaya keselamatan pasien, gaya kepemimpinan, kerja tim dan persepsi pelaporan kesalahan pelayanan oleh perawat dalam penilaian sedang. Didapatkan pula adanya pengaruh baik secara langsung maupun tidak langsung budaya keselamatan pasien, gaya kepemimpinan, dan kerja tim terhadap persepsi pelaporan kesalahan pelayanan oleh perawat. Total pengaruh sebesar 89%. Persamaan linier yang didapat dari penelitian ini adalah persepsi pelaporan kesalahan = 0,12.budaya keselamatan pasien + 0,30.kepemimpinan transaksional ? 0,22.kepemimpinan transformasional + 0,37.kerja tim + 0,26. Dari penelitian ini dapat disimpulkan perlunya peningkatan faktor-faktor yang terbukti memberikan pengaruh positif terhadap peningkatan pelaporan dapat menjadi dasar usaha perbaikan. Terdapat pula faktor-faktor lain yang tidak masuk dalam model penelitian ini yang mempengaruhi perawat dalam melaporkan kesalahan pelayanan yang masih perlu digali agar pelaporan kesalahan pelayanan di masa depan dapat meningkat.
Reporting errors is an attempt to improve the system in achieving a safe service. From a report in 2010 in RSUD Kab. Bekasi seen that the number of cases or incidents reported has increased, but still needs to improve awareness of any personnel, including nurse in inpatient units. The aim of this study is to measure the nurse?s perception in the reporting of sevice delivery errors and to find a relationship between the behavior to other factors: patient safety culture, leadership style, and team work. This study was using cross-sectional design by questionnaire as a measuring tool. Data was collected in November 2011 from the entire nurse at the inpatient unit of the hospital as respondens. There are 77 questionnaires that can be analyzed. The data obtained were analyzed using multivariate methods by component-based structural equation modeling with computer applications SmartPLS. The results of this study suggest patient safety culture, leadership style, teamwork and the perception of service delivery error reporting by nurses are in intermediate conditions. It was found that there are relationship obtained either directly or indirectly from patient safety culture, leadership style, and teamwork to service delivery error reporting by nurses. This research model can explain the real state of 89%. Linier equation from this model is reporting perception = 0,12.patient safety culture + 0,30.transactional leader ? 0,22.transformational leader + 0,37.team work+ 0,26. From this study it can be concluded that factors that are proven to provide positive influence of this research can be the basis of improvement efforts. In addition, there are other factors that are not included in this study that should be considered that better reporting of medical errors.
Kata kunci: Komponen Kualitas Kehidupan Kerja, Kinerja Perawat, Rawat Inap
This study discusses teh relationship between quality of work life and nurses performance in inpatient ward, in Leuwiliang Hospital, 2015. This is a quantitatife study with cross-sectional study design, using questionnaires and total sample of 84 nurses. The result showed that nurse involvment and problems solution are the factors related significantly with nuses performance. This study suggested that Leuwiliang Hospital should increase the involvement of nurses, so that it will improve the performance of nurses three times higher compared with the nurses who were not involved in the work
Kata kunci: Quality Of Work Life, Nurse Performance,Inpatient ward
Kata kunci: Pelatihan, Sikap Perawat, Pemasangan Infus
This study aims to analyze how influence of conformity the goals and objectives training (X1), the quality of trainer/instructor training (X2), training materials (X3), a method of training (X4), age (X5), education (X6) and marital status (X7) of the attitude of nurses (Y). This study is a quantitative study with cross-sectional design. The samples in this study are nurse who have taken the In House Training about Patient Safety, with 60 sample of nurses have taken from the total population. The study used a descriptive analysis and multiple linear regression analysis. The result of this study indicate that the descriptive analysis of the respondents about the conformity of the goals and objectives training, the quality trainer/instructor training, training materials, and a method of training that have resulted in mean very high and high categories. And also the results of multiple linear regression in the regression equation is Y = 119.150 + 0.185X1 + -0.170X2 + -0.049X3 + 1.320X4 + -0.495X5 + -0.906X6 + 0.520X7 means there is no significant effect between the conformity of the goals and objectives training, the quality of trainer/instructor training, training materials (X3), a method of training, age, education and marital status of the attitude of nurses in the infusion theraphy. Figures R Square of 0.038.
Key words: Training, Attitudes of nurse, Intravena Theraphy
Rumah Sakit Umum Daerah Majalengka sebagai institusi pelayanan kesehatan masyarakat, dalam era globalisasi berusaha meningkatkan kualitas mutu pelaksanaan kesehatan termasuk pelayanan keperawatan, Salah satu indikator untuk menjaga kualitas pelayanan adalah peningkatan kinerja perawat pelaksana. Penelitian ini bertujuan untuk menganalisis pengaruh pelatihan terhadap kinerja perawat dan pengaruh kinerja perawat terhadap kepuasan perawat terhadap keuangan. Jenis penelitian ini adalah penelitian kuantitatif, dengan sampel berjumlah 57 perawat di RSUD Majalengka. Tehnik pengambilan sampel dengan tehnik Simple Random Sampling. Sampel dilakukan uji validitas dan reliabilitas. Metode analisa data dilakukan dengan tahapan univariat dan bivariat (correlation pearson dan regresi linier sederhana). Hasil penelitian menyatakan pengaruh pelatihan terhadap kinerja perawat sebesar 18,4%, dan pengaruh kinerja perawat erhadaap keuasan perawat terhadap keuangan sebesar 12%. Berdasarkan penelitian ini dapat disarankan untuk meningkatkan kepuasan perawat terhadap keuangan maka kinerja perawat di RSUD Majalengka perlu ditingkatkan dengan memperbanyak kegiatan pelatihan bagi perawat baik yang dilaksanakan didalam maupun diluar rumah sakit. Kata Kunci: Pelatihan, Kinerja Perawat, Kepuasan Perawat terhadap Keuangan
Majalengka general hospital as a community health services institution, in this era of globalization, trying to increase health services quality including care services. One of the indicator to maintain services quality is nurses performance improvement with continuosly train nurses in order to improve the performance. This research is aimed at analyzed the influence of training toward nurse’s performance and the influence of nurse’s performance toward their financial satisfaction. The research is a quantitative with using 57 nurses as respondent and conducted in April-May 2011. Data analysis methods was done by following univariate, and bivariat (pearson’s correlation and simple linier regression). The result of research finding shows that training has significant influence to nurse’s performance is 18,4%, and nurse’s performance has significant influence to nurse’s satisfy towards financial is 12 %. Based on this research, the management of Majalengka Hospital is recommended to increase improvement effort by training out door or in door. Key Words : Training, Nurse’s Performance, Nurse’s Financial Satisfaction