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Program pendidikan dan pelatihan merupakan salah satu upaya yang dapat ditempuh untuk meningkatkan dua karakteristik kompetensi yaitu pengetahuan dan ketrampilan. Untuk dapat mengetahui jenis pelatihan yang sesuai dengan kebutuhan perawat klinik di ruang rawat map dan poll RSIA Tambak maka terlebih dahulu harus diketahui gambaran kompetensi perawat. Penelitian ini bertujuan mengetahui gambaran kompetensi pada populasi perawat klinik di ruang rawat imp dan poli RSIA Tambak dan menganalisis hubungannya dengan faktor karakteristik perawat yaitu Pendidikan, Pengalaman dan pelatihan. Data mengenai gambaran kompetensi didapat melalui pengukuran dengan menggunakan instrument yang telah teruji validitas dan reliabilitasnya. Sampel yang digunakan adalah total populasi. Uji statistik dilakukan untuk mendapatkan gambaran distribusi perawat berdasarkan karakteristik, gambaran kompetensi berdasarkan pendidikan,pengalaman dan pelatihan. Sedangkan hubungan antara tingkat kompetensi dengan faktor karakteristik perawat diuji dengan menggunakan uji statistic koefisien korelasi Phi. Pada penelitian ini juga dilakukan uji t sample bebas (Independent sample t test) yang dilakukan untuk melihat adakah perbedaan nilai rata-rata kompetensi intelektual, kompetensi tekhnikal dan komunikasi interpersonal pada kelompok SPK dengan kelompok D3, Kelompok Tidak berpegalaman dengan Kelompok Berpengalaman serta Kelompok yang tidak mendapat pelatihan dengan kelompok yang mendapat pelatihan. Sebelum dilakukan uji t, terlebih dulu dilakukan uji normalistas data dan hasil menunjukkan data kompetensi berdistribusi normal. Dari hasil penelitian gambaran karakteristik perawat adalah sebagai berikut : 40% perawat berpendidikan SPK dan 60% lainnya D3: 60% perawat termasuk kelompok berpengalaman dan 40% belum berpengalaman serta 30 % perawat belum mendapat pelatihan sedangkan 70% lainnya sudah mendapatkan pelatihan. Pelatihan yang diterima adalah Pemeriksaan EKG, Universal Precaution, service excellent, dengan gambaran kompetensi sebagai berikut; 65% perawat termasuk kategori kompeten untuk kompetensi intelektual, 55 % kompeten untuk kompetensi tekhnikal dan 55% kompeten untuk komunikasi interpersonal. Hasil penelitian juga menunjukkan bahwa nilai rata-rata kompetensi tekhnikal dan komunikasi interpersonal pada kelompok yang berpengalaman dan kelompok yang mendapat pelatihan lebih tinggi dibandingkan dengan kelompok yang belum berpengalaman dan kelompok yang tidak mendapat pelatihan, sementara untuk kompetensi intelektual kelompok yang belum berpengalaman dan kelompok yang belum mendapat pelatihan nilai rata-rata kompetensi nya lebih tinggi, tetapi secara statistik perbedaan tersebut tidak bermakna. Untuk kelompok berdasarkan pendidikan nilai rata-rata kompetensi intelektual kelompok D3 lebih tinggi dari kelompok SPK, tetapi nilai rata-rata kompetensi tekhnikal dan komunikasi interpersonal lebih tinggi pada kelompok SPK lebih tinggi dari kelompok D3, hal tersebut lebih mungkin disebabkan karena faktor pengalaman dimana dari 8 orang yang berpendidikan SPK, 7 diantaranya termasuk kelompok berpengalaman. Hasil penelitian menunjukkan bahwa faktor Pendidikan tidak mempunyai hubungan dengan kompetensi . Hubungan yang signifikan hanya diperlihatkan pada faktor pengalaman terhadap kompetensi tekhnikal dan komunikasi interpersonal, serta hubungan antara pelatihan dengan kompetensi tekhnikal. Dari penelitian ini dapat disimpulkan bahwa untuk meningkatkan kompetensi pengetahuan dan ketrampilan dapat dilakukan dengan pelatihan, sekalipun terdapat perbedaan latar belakang pendidikan dan pengalaman.
The Education and training program is one of effort which may be performed in order to improve two characteristic of competencies, namely knowledge and skill, In order to identify the type of training which is appropriate to the need on clinical nurses at the ordinary ward and policlinic of RSIA Tambak, first, we should identify the description on the competence of nursing. This study is aimed at identifying the description of competency at the population of nurses at ordinary ward and policlinic of RSIA Tambak and to analyze its correlation with the characteristic factors of nurses, namely education, experience and Training. Data of the description on the competencies are obtained through measurement by using the instrument that has been tested for its validity and reliability. Sample used in this study is total population. Statistical test is performed in order to obtain the description on the distribution of nurses on their characteristic, description of competencies based on their education, experience and training. While, the correlation between the levels of competence with the characteristic factors of nurses, tested by applying the Phi Coefficient Correlation test. In this study, the independent sample t test is also performed in order to identify the difference of average score for the intellectual competence, technical competence and interpersonal communication between SPK group and the D3 group, between inexperience group and the Experience group, as well as the untrained group and trained group. Prior to implementation of t-test, normality test is performed for the data of competence and the results indicate the distribution is normal. The result of study reveal the description of the characteristic of nurses as follows: 40% of nurses have the educational background of SPK, and another 60% has the educational background of Diploma of nursing; 60% of nurses belong the experienced group and another 40% is inexperienced, while 30% of nurses are untrained and another 70% are trained. The training provided to the nurses are ECG examination, Universal precaution, service excellent, with the description of competence as follows : 65% of nurses belong to competent for intellectual competence and 55% s competent for Technical competence and another 55% is competent for interpersonal communication. Results of study also indicate that the average score for technical competence and interpersonal communication of the experienced group and trained group are higher than the inexperienced group and untrained group. While, for the intellectual competence the inexperienced group and untrained group obtain the higher average for their competencies. Statistically, however, this difference is not significant. For the groups categorized on their level of education the average score for intellectual competence of D3 group is higher than SPK group; however, the average score for technical competence and interpersonal competence is higher at the SPK group than D3 group. It is more possible due to the factor of experience, in which seven among eight nurses having educational background of SPK belong to the experienced group. The results of study also indicate that the factor of education has no correlation with the competence. The significant correlation is only shown between the factor of experience with the technical competence and interpersonal communication as well as between training and technical competence. Based on the results of this study, it can be concluded that the competence of knowledge and skill be improved through training, despite the different educational background and experience.
Beban kerja yang dilimpahkan kepada perawat untuk memasukkan data administrasi pasien ke dalam komputer mengambil sebagian waktu perhatian untuk pasien. Kemampuan perawat untuk memasukkan data ke dalam komputer berbeda - beda memberi dampak terhadap jumlah waktu yang berkurang kepada pasien. Kebijakan regulasi yang diambil pihak manajemen rumah sakit untuk menugaskan perawat melaksanakan aktivitas pemasukan data. Pemanfaatan komputer untuk pemasukan data yang harus tetap menjaga kerahasiaan pasien. Keluhan pada perawat yang mengatakan beban kerjanya terlalu tinggi karena harus melaksanakan tugas pemasukan data yang merupakan tugas administrasi. Penelitian dilakukan di ruang rawat inap ibu RSIA Hermina Podomoro menggunakan pendekatan kuantitatif dan kualitatif dengan melakukan observasi terhadap aktivitas perawat menurut metode work sampling dan kemudian hasil observasi dianalisis dan dilakukan wawancara kepada perawat. Pemasukan data mencapai 7,04% dan jenis tugas perawat di rumah sakit 39,87% dengan 2 orang perawat mengeluh pemasukan data dilakukan setelah jam kerja. Disarankan pemasukan data pasien yang dilakukan setelah melaksanakan secara penuh tugas perawat di rumah sakit. Diperlukan pengkajian kegiatan asisten dokter dan lain-lain yang dimungkinkan untuk disederhanakan. Kata Kunci: Beban Kerja, Pemasukan Data.
The workload is delegated to nurses to enter data into the computer patient administratiotook some time for patient care. The ability of nurses to enter data into computers of differeimpacts on the reduced amount of time to patients. Regulatory policy taken by the hospitamanagement to assign nurses perform data entry activity. Use of computers for data entry thamust keep patient confidentiality. Complaints to the nurse who said her workload is too hig because they have to perform data entry tasks that are administrative duties. The study was conducted in mother of wards using quantitative and qualitative approacheto observe the activities of nurses according to the method of work sampling then analyzed thresults of observations and interviews with nurses. The data entry reached 7.04% and the typof duties of nurses in hospitals 39.87% with 2 nurses complain of data entry is done aftbusiness hours. It is recommended that the patient data entry is done after fully carrying out theduties of nurses at the hospital. Assessment activities required physician assistants and othethat it is possible to be simplified. Keywords: Workload, Data Entry
Keberhasilan penyelenggaraan Diklat berbasis kompetensi ditunjukkan dengan adanya keselarasan tujuan program dengan kebutuhan dan strategi organisasi, dukungan manajemen dan teknis pelaksanaan program. RSIA Hermina Bekasi termasuk salah satu rumah sakit yang memiliki keseriusan dalam penyelenggaraan program Diklat Keperawatan berbasis kompetensi. Penelitian ini bertujuan untuk mengetahui gambaran penyelenggaraan serta rencana pengembangan program Diklat Keperawatan berbasis kompetensi di RSIA Hermina Bekasi dengan mengacu pada Teori Dubois (1996) tentang Model Sistem Strategik Diklat Berbasis Kompetensi. Metode penelitian menggunakan metode kualitatif dengan wawancara mendalam semi terstruktur serta telaah data sekunder. Dari hasil penelitian diketahui bahwa penyelenggaraan Diklat Keperawatan berbasis kompetensi di RSIA Hermina Bekasi sudah cukup baik dilaksanakan dari segi teknisnya. Perlu adanya perbaikan terutama pada tahap analisa kebutuhan pelatihan, tahap pengembangan model kompetensi dan pada tahap pengembangan intervensi pembelajaran. Rencana pengembangan program Diklat Keperawatan berbasis kompetensi di RSIA Hermina Bekasi meliputi perlunya dilakukan pengkajian kembali budaya organisasi, meningkatkan profesionalisme SDM pengelola Diklat, mengadakan penelusuran potensi dan kompetensi guna pembuatan matriks kompetensi, penilaian kompetensi metode 360º, membuat model kompetensi kelompok unit kerja, standarisasi penilaian kompetensi dasar, mengembangkan metode pembelajaran mandiri dan diskusi kelompok, membudayakan pembelajaran masal sistem on-line, dan membuat penilaian kompetensi instruktur.Diharapkan saran pada penelitian ini dapat menjadi masukan dan perbaikan bagi pelaksanaan Diklat Keperawatan berbasis kompetensi di RSIA Hermina Bekasi pada masa mendatang.
The success of the organizing a competency-based training was demonstrated by the synchronized program goals with the needs and organization strategy, management support and the organizing program techniques. RSIA Hermina Bekasi is an exemplary hospital that showed seriousness in implementation of nursing competence-based training. This research aims to find out the organizing as well as competency-based Nursing development training program in the RSIA Hermina Bekasi. The method referenced to the theory of Dubois (1996) on the Strategic System Competency-based Training Model. Research methods using qualitative methods with semi structured in depth interviews and deep examination of secondary data. The results of the study noted that organizing of the Nursing competence-based training program in the RSIA Hermina Bekasi already fairly well implemented in terms of technical assistance. Improvements are necessary especially on training needs analysis phase, the development model of competence and on the stage of development of the learning intervention. Nursing development plan-based competency training program in the RSIA Hermina Bekasi needs to be evaluated. Particularly the study of organization culture to enrich the values, increase the professionalism of HRD, conducting soft competency assessment in order to assemble competency matrix, assessment by the method of 360º, models for competency based work team development, standardization of basic competencies assessment, develop self study method and forum group discussion, cultivate learning mass on-line system and create assessment of the competence of trainers. The recommendation on the study is expected can be used as inputs to improve the implementation of the nursing competence-based training in the RSIA Hermina Bekasi in the future.
Providing health services requires quality resources to produce a good outcome. Thus, human resources should be viewed as assets and even hospital investments. Nurses who are the largest proportion of workforce in health services will contribute to the success of the service if they can perform their duties and functions according to standards. Nurses who have good ability and motivation will contribute to the task of administering hospital health services through nursing services. Conversely, nurses who do not perform nursing care properly and correctly can cause problems in patient care. Therefore, this research was conducted with the aim of looking at the relationship between the abilities, motivation and supervision of nurses on the completeness of nursing care documentation in the Imanuel Hospital Sumba ward. This study used a quantitative observational research design with cross-sectional data collection methods by observing or measuring each research variable once at a time. In this study, the research subjects were nurses at Imanuel General Hospital. Subjects were asked to fill out a questionnaire on ability, motivation and supervision. The scores for each questionnaire item are summed. A total score is 100%, a score of 65% or more is considered good, while a score less than 65 is considered insufficient. Of the 22 nurse respondents who served in the inpatient room of Imanuel Sumba Hospital, whose nursing care was then traced, there were 8 nurses (36.4%) whose complete nursing care was categorized as good, and the remaining 14 people (63.6%) had complete care. nursing is in a poor category. Nurses who have good knowledge 17 (77.3%) and less good 5 (22.7%). Nurses who have good skills are 16 (72.7%) and less good 6 (27.3%). Nurses with good motivation are 5 (22.7%) and less 17 (77.3%). Nurses who stated good supervision were 9 (40.9%) and less 13 (59.1%). There is no significant relationship between knowledge (p value = 0.613) and skills (p value = 0.624) with the completeness of nursing care. There is a significant relationship between motivation (p value = 0.039) and supervision (p value = 0.043) with the completeness of nursing care