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Yunita Prastyawati; Pembimbing: Purnawan Junadi; Penguji: Anhari Achadi, Syaifudin Zuhri
Abstrak:
Penelitian ini dilakukan untuk menganalisis jumlah kebutuhan tenaga kerja diInstalasi Farmasi Rumah Sakit Tugu Ibu yang akan disesuaikan dengan beban kerjayang ada. Metode Workload Indicator Staffing Needs (WISN) adalah metode untuk menghitung kebutuhan tenaga kerja berdasarkan beban kerja. Jenis penelitian ini termasuk kedalam penelitian kuantitatif dan kualitatif yang pengumpulan datanya didapatkan dengan observasi menggunakan teknik work sampling untuk mendiskripsikan pola kegiatan/ beban kerja serta proporsi waktu yang digunakanuntuk melakukan kegiatan. Selain itu juga dilakukan wawancara mendalam dan studidokumentasi. Sedangkan untuk perhitungan kebutuhan tenaga kerja menggunakan metode Workload Indicator Staffing Needs (WISN). Hasil dari penelitian didapatkan persentase penggunaan waktu produktif adalah 64,15%. Persentase penggunaan waktu produktif yang sangat tinggi adalah pada shift pagi dan siang yang persentasenya mencapai 84,42%, yang sudah melebihi dari batas standar optimal80%. Berdasarkan perhitungan dengan metode WISN didapatkan jumlah kebutuhan tenaga 56 orang yaitu dengan rincian yang seharusnya petugas yang bertugas pada shift pagi 22 orang, shift siang 21 orang dan shift malam, 13 orang. Sedangkan tenaga yang ada saat ini adalah 19 orang, sehingga masih kekurangan tenaga sebanyak 37orang. Dari hasil penelitian ini disarankan untuk menambah atau melakukan mutasitenaga dari bagian lain serta menyetarakan pembagian tugas untuk setiap shift.
Kata kunci:WISN, Work Sampling, Tenaga
This Reserch was conducted to analyze the number of manpower requarements inPharmacy Tugu Ibu Hospital to be tailored to existing workload. Workload IndicatorStaffing Needs (WISN) Methode is a method for calculating labor requarementsbased on workload. This study includes a qualitative study into the data collectionobtained by observation using work sampling technique to describe patterns ofactivity / workload and the propoetion of time spent on activities. To obtainsecondary data with in-depth interviews and documentary study. As for thecalculation of manpower requirements using the Workload Indicator Staffing Needs(WISN). The results of the study found the percentage of productive time is 64,15%.Percentage of very h8igh productive time is the morning and the afternoon shift thatpercentage reached 84,42%, wich already exceeds the limit of 80% of optimalstandads. Based on the calculating method of WISN obtained sum power requirementare 56 people with the details of the supposed officer who served 22 people on themorning shift, 21 people on the afternoon shift and 13 people on the nigt shift. whilethe current force is 19 people, so there is still a shortage of as many as 37 people.From these results is advisable to increase or transferring personnel from other parts,and results it is advisable to increase or transfering personnel from other parts, andequalize the division of tasks for each shift.
Kata Kunci:WISN, Work Sampling, Labor
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Kata kunci:WISN, Work Sampling, Tenaga
This Reserch was conducted to analyze the number of manpower requarements inPharmacy Tugu Ibu Hospital to be tailored to existing workload. Workload IndicatorStaffing Needs (WISN) Methode is a method for calculating labor requarementsbased on workload. This study includes a qualitative study into the data collectionobtained by observation using work sampling technique to describe patterns ofactivity / workload and the propoetion of time spent on activities. To obtainsecondary data with in-depth interviews and documentary study. As for thecalculation of manpower requirements using the Workload Indicator Staffing Needs(WISN). The results of the study found the percentage of productive time is 64,15%.Percentage of very h8igh productive time is the morning and the afternoon shift thatpercentage reached 84,42%, wich already exceeds the limit of 80% of optimalstandads. Based on the calculating method of WISN obtained sum power requirementare 56 people with the details of the supposed officer who served 22 people on themorning shift, 21 people on the afternoon shift and 13 people on the nigt shift. whilethe current force is 19 people, so there is still a shortage of as many as 37 people.From these results is advisable to increase or transferring personnel from other parts,and results it is advisable to increase or transfering personnel from other parts, andequalize the division of tasks for each shift.
Kata Kunci:WISN, Work Sampling, Labor
S-7557
Depok : FKM UI, 2013
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
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Raden Muhammad Ali Fathoni; Pembimbing: Pujiyanto; Penguji: Puput Oktamianti, Robiatul Adawiyah
Abstrak:
ABSTRAK
waktu.
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Meningkatnya jumlah spesimen yang masuk ke Laboratorium Parasitologi FKUI tanpa disertai penambahan SDM menyebabkan hasil pemeriksaan terlambat diberikan. Oleh karena itu, Laboratorium Parasitologi bermaksud menambah jumlah SDM. Penelitian ini bertujuan untuk menghitung kebutuhan SDM menggunakan metode WISN. Penelitian dilakukan pada bulan Februari 2013 sampai dengan Juni 2013. Pengambilan data dilakukan dengan telaah dokumen untuk mendapatkan data sekunder dan wawancara mendalam serta focus group discussion untuk mendapatkan data primer. Kategori SDM yang dianalisis adalah analis, biolog dan dokter. Tugas utama analis adalah mengambil spesimen, membuat sediaan dan mengidentifikasinya. Tugas utama biolog adalah mengidentifikasi spesimen dan tugas utama dokter adalah verifikasi spesimen serta menandatangani hasil pemeriksaan. Perhitungan SDM menggunakan WISN menunjukkan jumlah SDM yang dibutuhkan adalah 10 orang analis, 2 orang biolog dan 1 orang dokter namun jumlah analis yang ada saat ini adalah 7 orang, biolog 5 orang dan dokter juga 5 orang. Hasil tersebut menunjukkan Laboratorium Parasitologi kekurangan 3 analis, kelebihan 3 biolog dan 4 dokter. WISN rasio untuk analis 0.7, biolog 2.5 dan dokter 5.0 yang menunjukkan bahwa analis mengalami tekanan beban kerja yang tinggi sedangkan biolog dan dokter memiliki tekanan kerja yang rendah. Dengan demikian diusulkan untuk menambah 3 analis serta mempekerjakan dua biolog dan 1 dokter secara penuh
ABSTRACT
As the increasing amount of specimen which come to FKUI's Parasitology Laboratory without any additional of human resources, causes examination result is late to be given. Therefore, Parasitology Laboratory intends to add the number of human resources. This study aims to count the needs of human resources using WISN method. This study was conducted in February - June 2013. The data was taken by analyzing the documents to obtain secondary data, interviewing and focusing group discussion to get the primary data. The analysis of human resources categorized as analyst, biologist and doctor. The main job of the analysts were taking the specimen, making slide and identifying it. The main job of biologist is identified the specimen, while the job of the doctors were verifying the specimen and sign the laboratory test result. The calculation of human resources using WISN method shows the number of human resources needed are: 10 analysts, 2 biologists and 1 doctor. However, the existing human resources were 7 analysts, 5 biologists and 5 doctors. It shows that Parasitology Laboratory lack of 3 analysts and they have more on the biologists and doctors. The ratio of WISN for analyst is 0.7, biolog 2.5 and doctor 5.0 which means that the analysts have a high pressure on their work load while the doctors and biologists have a low work pressure. In conclusion, it is suggested to add 3 analysts and hire 2 fulltime biologists and 1 doctor.
B-1520
Depok : FKM-UI, 2013
S2 - Tesis Pusat Informasi Kesehatan Masyarakat
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Helmi Wahyuningsih; Pembimbing: Vetty Yulianty Permanasari; Penguji: Puput Oktamianti, Antom Kurnia
Abstrak:
Sebesar 60% karyawan Krakatau Medika Hospital adalah perawat. Fokus utamanya adalah pelayanan perawatan kelas menengah atas, sehingga penelitian dilakukan di Ruang Flamboyan. Adanya keluhan perawat pelaksana mengenai beban kerja dan merasa kekurangan tenaga, diperlukan analisis kebutuhan tenaga berdasarkan beban kerja nyata dengan menggunakan metode Workload Indicator Staff Need (WISN). Hasil perhitungan didapatkan masih kekurangan 3 orang. Namun, perawat juga melakukan beberapa tugas pramuwaluya. Jika RS mengeluarkan tugas tersebut, maka kekurangan 1 perawat pelaksana dengan menambah 2 pramuwaluya. Dengan demikian, diharapkan perubahan uraian tugas, menambah tenaga, melibatkan kepala ruangan dalam perencanaan kebutuhan tenaga tahunan, dan menggunakan WISN di unit lain.
Total nurses in Krakatau Medika Hospital are 60%. The main focus is on care services for upper-middle class, so the study was conducted in Flamboyan Room. One of human resources planning method based on workload is Workload Indicator Staff Need (WISN). Based on calculation, there is under staffing 3 people. There are some tasks of pramuwaluya done by nurses. If hospital put out these tasks, 1 practical nurse and 2 pramuwaluya are needed. Thus, researcher suggested to changing job description, addition staff, involve head room in planning the need of human resources annual, and using WISN method in other units.
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Total nurses in Krakatau Medika Hospital are 60%. The main focus is on care services for upper-middle class, so the study was conducted in Flamboyan Room. One of human resources planning method based on workload is Workload Indicator Staff Need (WISN). Based on calculation, there is under staffing 3 people. There are some tasks of pramuwaluya done by nurses. If hospital put out these tasks, 1 practical nurse and 2 pramuwaluya are needed. Thus, researcher suggested to changing job description, addition staff, involve head room in planning the need of human resources annual, and using WISN method in other units.
S-8523
Depok : FKM-UI, 2014
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
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Susi Susana; Pembimbing: Hendrik Manarang Taurany; Penguji: Anhari Achadi, Yeyet Haryati
S-6613
Depok : FKM UI, 2011
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
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Anggun Wirabuana; Pembimbing: Adang Bachtiar; Penguji: Puput Oktamianti, Dedeh Yuningsih
Abstrak:
Skripsi ini membahas analisis jumlah kebutuhan bidan di Unit PONED puskesmas Sriamur Tambun Utara dengan menggunakan Metode WISN melalui observasi menggunakan work sampling dan wawancara. Penelitian ini adalah penelitian kualitatif dengan desain deskriptif. Hasil penelitian mendapatkan bahwa keadaan jumlah bidan berdasarkan teori yang terdapat di Puskesmas Sriamur berkelebihan sebesar 31,24% dan berdasarkan keadaan riil sebesar 0,038%. Menyarankan untuk distribusikan bidan ke Pustu dan unit lain yang membutuhkan SDM, memberikan tugas dan fungsi pokok tambahan bidan yang bertugas di PONED. Kata kunci: Bidan, SDM, WISN, PONED, Puskesmas. This thesis discusses the analysis of the number of midwife needs in the unit PONED puskesmas Sriamur Tambun Utara by using WISN method through observation using work sampling and interview. This research is a qualitative research with descriptive design. The result of the research shows that the number of midwives based on theory in Sriamur Public Health Center is over 31,24% and based on real case is over 0,038%. Suggest to distribute midwives to Pustu and other units that require human resources, providing the additional duties and functions of additional midwives on duty at PONED. Key words: Midwife, Human Resource, WISN, PONED, Puskesmas
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S-9692
Depok : FKM-UI, 2018
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
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Adrielona JMS; Pembimbing: Adik Wibowo; Penguji: Puput Oktamianti, Amal C. Sjaaf, Sri Mulyani, Hidayat Sumintapura
Abstrak:
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ABSTRAK Pengelolaan Administrasi Klaim Piutang Jamkesmas sangat penting artinya bagi kelancaran cash flow RSUPN Cipto Mangunkusumo. Verifikator Independen Jamkesmas selaku verifikator klaim Jamkesmas sangat penting peranannya, maka perlu dianalisis produktivitasnya yaitu efisiensi dan efektivitasnya. Efisiensi diukur dengan pengelolaan waktu kerja dan jumlah SDM dengan mempergunakan teknik analisis beban kerja work sampling dan perhitungan WISN. Sedangkan untuk efektivitas diukur dengan proses kerja, mengamati waktu penyelesaian dan kualitas hasil verifikasi. Diperoleh hasil bahwa jumlah VIJ seharusnya adalah 4 (empat) sedangkan VIJ yang ada saat ini adalah 5 (lima). Berdasarkan hasil pengamatan proses kerja, VIJ telah efektif dengan pencapaian kualitas dan tenggat waktu verifikasi.
ABSTRACT The managing of Jamkesmas Claim Administration process is very important for RSUPN Cipto Mangunkusumo. The role of Jamkesmas Independence Claim (VIJ) is very important therefor is needed to be analyze the productivity, which are the efficiency and effectiveness. Work Sampling and Workload Indicators Staffing Need’s tool are the main idea of efficiency. Effectiveness is how the process of analyzing claim, the accuracy of process and time limit.. The result of WISN is 4 (four) VIJ is appropriate for their workload and according to the observation, VIJ are processing all the claim correctly according to the Standard Of Jamkesmas Claim Procedures. The process takes 4 weeks (deadlines).
B-1512
Depok : FKM UI, 2013
S2 - Tesis Pusat Informasi Kesehatan Masyarakat
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Mimi Oktami; Pembimbing: Pujiyanto; Penguji: Kurnia Sari, Nurfaridah
Abstrak:
ABSTRAK Perencanaan sumber daya manusia merupakan fungsi utama yang harus dilakukan dalam organisasi, guna menjamin tersedianya tenaga kerja yang tepat untuk menduduki berbagai posisi, jabatan dan pekerjaan yang tepat pada waktu yang tepat. Salah satu metode dalam perencanaan kebutuhan tenaga kesehatan di instansi adalah dengan metode Workload Indicators of Staffing Needs (WISN). Penelitian ini bertujuan untuk mengetahui kebutuhan dokter umum dengan menggunakan metode Workload Indicators of Staffing Need (WISN) melalui observasi menggunakan tehnik work sampling di Poli Umum Puskesmas Kecamatan Pademangan Jakarta Utara Tahun 2018. Penelitian ini merupakan jenis penelitian kualitatif dengan desain deskriptif. Penelitian ini dilakukan pada bulan Desember 2018. Sampel penelitian ini adalah tiga orang dokter umum di Poli Umum Puskesmas Kecamatan Pademangan Jakarta Utara. Hasil penelitian ini menunjukan bahwa waktu kerja tersedia bagi dokter umum di Poli Umum Puskesmas Kecamatan Pademangan adalah 76.620 menit/tahun di Poli Umum. Dengan standar beban kerja terbesar dokter umum di Poli Umum per tahun sebesar 29583,01 pelayanan medik dengan waktu penyelesaian kegiatan pelayanan medik adalah 2,59 menit per satu kali layanan. Standar tugas penunjangnya adalah 1,82. Hasil perhitungan WISN didapatkan kelebihan tenaga satu orang dokter. Diperlukan peningkatan kualitas layanan dengan mengevaluasi standar mutu layanan. Kata kunci : Dokter Umum, WISN, Beban Kerja, Puskesmas ABSTRACT Human resource planning is the main function that must be carried out in the organization, to ensure the availability of the right workforce to regulate various positions, positions and the right job at the right time. One of methods in planning the needs of health workers in institutions is the Workload Indicators of Staffing Needs (WISN) method. This study discusses the needs of general practitioners by using the Workload Indicators of Staffing Needs (WISN) through observation using work sampling technique at the General Poly of the Public Health Center of Pademangan District, North Jakarta in 2018. This study uses a qualitative type of research with descriptive design. This research was conducted in December 2018. The sample of this study were three general practitioners at the General Poly District Health Center of Pademangan District, North Jakarta. The results of this study indicate that the working time for general practitioners at the General Police of Pademangan District Public Health Center is 76,620 minutes / year at General Poly. With the workload standard of the practitioner at General Police per year was 29583.01 medical services with medical service approval time was 2.59 minutes per one time service. The supporting task standard was 1.82. The results of the WISN calculations obtained were by the strength of one doctor. Improved service quality is needed by evaluating service quality standards. Key words: General Practitioners, WISN, Workloads, Primary Health Care
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S-9919
Depok : FKM-UI, 2019
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
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Akhada Maulana; Pembimbing: Dumilah Ayuningtyas; Penguji: Vetty Yulianty Permanasari, Wachyu Sulistiadi, Jimy Agung Pambudi, Maz Iza Ansyori Arsatt
Abstrak:
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Latar Belakang: Peran tenaga penunjang kesehatan cenderung terkesan tak kasat mata oleh pasien dan pihak manajemen rumah sakit, padahal tidak kalah pentingnya dengan tenaga medis dan tenaga kesehatan. Maka sering penghitungan kebutuhan SDM tenaga penunjang kesehatan di rumah sakit, termasuk staf pendaftaran rawat jalan, terabaikan, sehingga bisa berpotensi untuk menimbulkan kemungkinan kelebihan atau kekurangan SDM. Karena itulah, rumah sakit memerlukan metode perhitungan kebutuhan karyawan dengan analisis beban kerja, salah satunya adalah WISN yang cocok digunakan di rumah sakit. Rumah Sakit Universitas Mataram sudah menggunakan analisis WISN untuk menentukan kebutuhan staf pendaftaran rawat jalan, namun belum mempunyai standard prosedur operasional (SPO) dan data yang digunakan hanya berdasarkan perkiraan. Tujuan: Menyusun SPO berdasarkan pengembangan mekanisme analisis beban kerja dengan metode WISN untuk menentukan jumlah staf pendaftaran rawat jalan RS Universitas Mataram dan menghitung kebutuhan staf dengan SPO tersebut. Metode: Desain penelitian ini adalah action research dengan teknik total sampling. Subjek penelitian adalah seluruh staf unit pendaftaran rawat jalan RS Unram yang bertugas selama penelitian berlangsung. Data dikumpulkan dari hasil pengamatan selama 15 hari kerja di bulan November 2023 serta dari wawancara mendalam dengan pakar SDM Unram, manajemen, dan kepala unit pendaftaran rawat jalan RS Unram, sebagai dasar untuk melakukan penyusunan SPO berdasarkan pengembangan mekanisme analisis beban kerja metode WISN di RS Unram. Data kemudian dianalisis dengan metode WISN. Hasil: Telah disusun SPO berdasarkan pengembangan mekanisme pelaksanaan analisis beban kerja metode WISN untuk menghitung kebutuhan staf pendaftaran rawat jalan RS Unram. Penambahan dalam SPO ini adalah penentuan waktu dan durasi yang tepat untuk melakukan analisis serta jumlah dan kriteria petugas pengamat, dimana 2 orang subjek penelitian diamati oleh 1 orang petugas. Kebutuhan staf administrasi rawat jalan RS Unram berdasarkan analisis ini adalah 4 orang dengan jam kerja efektif 6 jam sehari, kemudian dilakukan modifikasi dengan perubahan jam kerja efektif menjadi 2 jam 3 menit, maka kebutuhan staf menjadi 11 orang. Alasan modifikasi jam kerja, karena didapatkan terdapat waktu jeda rata-rata 3 jam 57 menit untuk setiap shift kerja (pagi dan sore), dimana pasien sangat sedikit atau sudah habis. Selain itu, dari analisis ini diketahui bahwa durasi rata-rata para staf melakukan tugas pokok mendaftar pasien adalah 2,76 menit. Kesimpulan: Telah dilakukan penyusunan SPO berdasarkan pengembangan mekanisme analisis beban kerja untuk menghitung kebutuhan staf pendaftaran rawat jalan di RS Unram dengan metode WISN. Rekomendasi kepada manajemen terkait hasil penelitian adalah perlunya inovasi di teknologi informasi bila hendak mengurangi jumlah karyawan atau menugaskan staf yang ada di unit lain pada saat waktu jeda tidak ada pasien.
Background: The role of health support personnel tends to seem invisible to patients and hospital management, even though it is no less important than medical personnel and health workers. Sometimes the calculation of human resource needs for health support workers in hospitals, including outpatient registration staff, to be neglected, which could lead to the miscalculation of human resources needs. So, hospitals need a method for calculating employee needs using workload analysis, like WISN that is suitable for hospitals. Mataram University Hospital has used WISN analysis to determine the need for outpatient registration staff, but does not have standard operating procedures (SOP) and the data used is based on estimates. Objective: Develop an SOP based on the development of a workload analysis mechanism using the WISN method to determine the number of outpatient registration staff at Mataram University Hospital and calculate staff needs with this SOP. Method: This research’s design is action research with total sampling technique. Research subjects were all Unram Hospital outpatient registration unit staff who were on duty during the research. Data was collected from observations during 15 working days in November 2023 and in-depth interviews with Unram HR experts, Unram Hospital management, and the head of the Unram Hospital outpatient registration unit, as a basis for preparing SOPs based on the development of the WISN method workload analysis mechanism in Unram Hospital. Data was analyzed using the WISN method to determine the needs of employees in the unit. Results: An SOP has been prepared based on the development a mechanism for implementing the WISN method workload analysis to calculate the need for outpatient registration staff at Unram Hospital. The additions to this SOP are determining the appropriate time and duration for carrying out the analysis as well as the number and criteria of observer officers, where 2 research subjects are observed by 1 officer. The need for outpatient administrative staff at Unram Hospital based on the analysis with this SOP is 4 people with effective working hours of 6 hours a day, then modifications were made by changing the effective working hours to 2 hours 3 minutes, so the staff requirement became 11 people. The reason for modifying working hours is because it was found that there was an average break time of 3 hours 57 minutes for each work shift (morning and afternoon), where there were very few or already finished patients. The other result is the average duration for staff to carry out patients register is 2.76 minutes. Conclusion: An SOP has been prepared based on the development of a workload analysis mechanism to calculate the need for outpatient registration staff at Unram Hospital using the WISN method. The recommendation to the management based on this result is the need for innovation in the field of information technology if they want to reduce the number of employees or tasking the staff in other units during breaks when there are no patients.
B-2445
Depok : FKM-UI, 2024
S2 - Tesis Pusat Informasi Kesehatan Masyarakat
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Ratu Dini Agustine; Pembimbing: Kurnia Sari; Penguji: Masyitoh, Achmad Muthasil
Abstrak:
Penelitian ini membahas mengenai Analisis Kebutuhan Tenaga di Bagian Pemasaran Sub Unit Jaminan RSUDPasar Rebo Tahun 2013 dengan Metode Workload Indicator Staffing Need (WISN).Metode ini digunakan untuk menghitung jumlah optimal tenaga berdasarkan beban kerja pegawai. Penelitian ini merupakan penelitian kualitatif dengan pendekatan cross sectional yang dilakukan selama enam hari kerja dengan melakukan pengumpulan data primer dan data sekunder. Data primer diperoleh dari observasi dan indepth interview.Data sekunder diperoleh dari telaah dokumen data kepegawaian rumah sakit, data Bagian Pemasaran Rumah Sakit,dan data sistem informasi Rumah Sakit Umum Daerah Pasar Rebo.
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
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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
S-8091
Depok : FKM UI, 2014
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
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Rahmah Kusuma Dewi; Pembimbing: Vetty Yulianty Permansari; Penguji: Puput Oktamianti, Tanti Inayanti
Abstrak:
Perencanaan kebutuhan sumber daya manusia secara matang diperlukan agar ketersediaan sumber daya manusia tercukupi dan ditunjang dengan kualitas yang tinggi, profesional sesuai dengan tugas dan fungsi masing-masing pegawai. Salah satu metode perencanaan kebutuhan tenaga adalah Workload Indicator Of Staffing Need (WISN), yaitu metode perhitungan kebutuhan tenaga berdasarkan pada beban pekerjaan nyata. Penelitian ini bertujuan untuk mengetahui jumlah optimal kebutuhan tenaga di Bidang Rekam Medis Rumah Sakit PMI Bogor. Penelitian ini merupakan penelitian kualitatif. Data dalam penelitian ini diperoleh dengan melakukan wawancara mendalam dan telaah dokumen, kemudian diverifikasi dengan observasi. Hasil penelitian menunjukkan bahwa kebutuhan sumber daya manusia berdasarkan metode WISN adalah 27 orang. Sumber daya manusia yang ada saat ini sebanyak 26 orang, sehingga disimpulkan Bidang Rekam Medis Rumah Sakit PMI Bogor masih membutuhkan tambahan satu orang.
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). This study aimed at finding out of the optimal number of human resource needed in Medical Record Field of Palang Merah Indonesia Hospital Bogor. The research method has been used is a qualitative study. All of the data in this study were obtained from in-depth interviews and document review, and verified by observation. The results showed that the human resource needs based on WISN method is 27 people. Human resources that existing now as many as 26 people, so it was concluded Medical Record Field Palang Merah Indonesia Hospital Bogor still need additional one.
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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).
S-8095
Depok : FKM-UI, 2014
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
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