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HASIL DARI PENELITIAN INI MENUNJUKKAN BAHWA PERLU PENAMBAHAN TENAGA PERAWAT SEBANYAK 5 (LIMA) ORANG DI UNIT RAWAT INAP RS MASMITRA, BEKASI. NAMUN, HAL INI BELUM SEJALAN DENGAN KEGIATAN PRODUKTIF YANG DILAKUKAN OLEH TENAGA PERAWAT DI UNIT TERSEBUT, PASALNYA KEGIATAN PRODUKTIF DINYATAKAN BELUM OPTIMAL. OLEH SEBAB ITU, PERLU DIADAKAN PERBAIKAN SOP MAUPUN PELATIHAN SDM UNTUK MENINGKATKAN PRODUKTIFITAS TENAGA PERAWAT DI UNIT RAWAT INAP RS MASMITRA, BEKASI SEBELUM DILAKUKAN PENAMBAHAN TENAGA.
KATA KUNCI: BEBAN KERJA, METODE WISN, KEBUTUHAN TENAGA, TIME AND MOTION STUDY
THIS STUDY DISCUSSED ABOUT NEEDS ANALYSIS OF NURSING AT THE INPATIENT UNIT OF MASMITRA HOSPITAL, BEKASI YEAR OF 2016. WISN IS USED TO CALCULATE THE NEEDS BASED ON WORKLOAD. THIS STUDY ATTEMPTS TO KNOW THE NUMBER OF NURSES NEEDS AT THE INPATIENT UNIT OF MASMITRA HOSPITAL BASED ON WORKLOAD. THIS IS A QUALITATIVE RESEARCH CONDUCTED BY DURING SEVEN DAYS. THE COLLECTION OF PRIMARY DATA DONE WITH OBSERVATION USING TIME AND MOTION STUDY FORM, WHILE SECONDARY DATA WAS OBTAINED THROUGH REVIEW OF DOCUMENTS.
THE RESULT OF THIS RESEARCH INDICATED THAT NEED TO INCREASE THE QUANTITY OF NURSES ABOUT 5 (FIVE) AT INPATIENT UNIT MASMITRA HOSPITAL, BEKASI. BUT, IT IS NOT IN LINE WITH PRODUCTIVE ACTIVITIES CONDUCTED BY THE NURSES AT THE UNIT, BECAUSE THE PRODUCTIVE ACTIVITY EXPRESSED NOT OPTIMAL, YET. THEREFORE, MUST BE IMPROVEMENT SOP AND RESOURCES TRAINING TO INCREASE PRODUCTIVITY OF NURSES AT INPATIENT UNIT OF MASMITRA HOSPITAL, BEKASI, PRIOR TO INCREASE THE QUANTITY OF WORKER.
KEY WORDS: WORKLOAD, WISN METHOD, TIME AND MOTION STUDY
Human resource requirements planning necessary in order human resource availability fulfilled and supported by high quality, professional in accordance with the duties and functions of each employee. One of the human resources planning based on workload is Workload Indicator of Staffing Need (WISN).
Berdasarkan hasil perhitungan dengan Metode WISN, dibutuhkan penambahan tenaga di Bagian Pemasaran SubUnit Jaminan yaitu Pelaksana Administrasi sebanyak 2 (dua) orang, Penanggung Jawab Pemasaran sebanyak 3(tiga) orang, Pelaksana Verifikasi sebanyak 1 (satu) orang dan Pelaksana Administrasi Rawat Inap dan RawatJalan sebanyak 2 (dua) orang. Untuk itu, penelitian ini dapat menjadi dasar pertimbangan untuk penambahan tenaga di Bagian Pemasaran Sub Unit Jaminan RSUD Pasar Rebo.
Kata Kunci: Beban Kerja, Kebutuhan Tenaga, Metode WISN, Work Sampling
This study discuss about analysis staffing needs at Sub- Section Marketing Collateral Pasar Rebo PublicHospital 2013 with Workload Indicator Staffing Need (WISN). This method is used to calculating staff optimalamount of based on staff workload. This study using observational research with cross -sectional performedduring the six working days by collecting primary data and the secondary data obtained from observation.
Based on calculations with WISN method requires the addition of people in Sub- Section Marketing Collateralthat is Executive Administrative Unit 2 (two) people , Person in Charge of Marketing for three (3) persons ,perform verification needed 1 (one) and the Executive Administration Inpatient and Outpatient 2 (two) persons.From all reason, this study could be the basis for the consideration of additional people in the Sub- SectionMarketing Collateral Pasar Rebo Public Hospital.
Key Word: Staff Workload, WISN methode, Work Sampling
Keberhasilan kualitas pelayanan keperawatan sangat berhubungan dengan terpenuhi atau tidaknya rangkaian kegiatan pelayanan keperawatan yang merupakan beban kerja perawat. Beban kerja perawat tersebut adalah jumlah seluruh kegiatan yang dilaksanakan perawat dalam waktu dan satuan hasil. Tesis ini bertujuan menganalisis beban kerja untuk menentukan kebutuhan tenaga perawat dan mendapatkan gambaran strategi bagi manajemen dalam memenuhi kesenjangan beban kerja yang ada di Rumah Sakit Tugu Ibu. Metode penelitian yang digunakan adalah kuantitatif secara cross-sectional pada perawat ruang rawat inap kelas III Flamboyan. Observasi kegiatan perawat dilakukan dengan metode work sampling dan kebutuhan tenaga perawat dihitung dengan menggunakan metode Workload Indicators Of Staffing Need (WISN).
Berdasarkan hasil penelitian diketahui kegiatan produktif langsung perawat adalah sebesar 29,34% dan kegiatan produktif tidak langsung perawat mencapai 54,86%. Perhitungan kebutuhan tenaga perawat berdasarkan beban kerja diperoleh 24,43 tenaga perawat dengan rasio WISN 0,82. Hasil penelitian menyarankan bagi manajemen Rumah Sakit Tugu Ibu untuk mempertimbangkan beban kerja perawat sebagai acuan dalam menentukan kebutuhan tenaga perawat dan diperlukan evaluasi terhadap uraian tugas perawat agar waktu kerja yang ada lebih efektif pemanfaatannya sesuai dengan fungsi utama perawat.
The success of nursing service quality has high correlation with the adequacy of nursing service activities which is the nurse workload. The nurse workload is the total of all conducted activities in certain time with the result as unit of measure. This thesis is aimed to analyse the workload to determine the needs of nursing staff and to obtain the strategy which is required by the management to fulfill the workload gaps at Tugu Ibu Hospital. The research method used was cross-sectional quantitative to the nurses at Class III Flamboyan Ward. Observation of the nurses activities were done by work sampling method and the needs to nursing staff was calculated with Workload Indicators Of Staffing Need (WISN) method.
Based on the research, it was known that the nurses direct productive activities is 29,34% and nurses indirect productive activities is as high as 54,86%. Calculation of the needs on nursing staff based on workload resulted of 24,34 nurses with WISN ration of 0,82. From the research, it is recommended that TuguIbu Hospital management to consider nurse workload as reference in determining the needs of nursing staff, and evaluation is needed to the nurse job description, to be effective in time management according to the main function of a nurse.