Abstrak: Dalam laporan pencapaian mutu 2010 Urusan Diklat, persentase kesesuaian kualifikasi ketenagaan belum mencapai 80%. Berdasarkan kondisi tersebut, maka dilakukan penelitian kualitatif deskriptif untuk mengetahui pelaksanaan analisis kebutuhan pelatihan yang dilakukan Urusan Diklat RS Hermina Depok (RSHD) tahun 2011. Hasil penelitian menunjukkan bahwa dalam menentukan kebutuhan pelatihan, belum berdasarkan Training Needs Analysis. Dalam menentukan calon peserta pelatihan tidak berdasarkan tes psikologis. Untuk kedepannya, RSHD sebaiknya melakukan analisis kebutuhan pelatihan yang meliputi analisis organisasi, analisis pekerjaan/tugas dan analisis pribadi serta dalam menentukan calon peserta pelatihan mengacu pada hasil tes psikologis. Evaluasi pasca diklat juga sebaiknya dilakukan agar dapat mengukur pelaksanaan dari pelatihan tersebut.

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In a 2010 report the achievement of quality Education and Training Affairs, the percentage of suitability qualified workforce has not reached 80%. Under these conditions, then conducted a descriptive qualitative research to find out training needs analysis conducted Affairs Training Hermina Depok Hospital (RSHD) in 2011. The results showed that in determining training needs, not based on the Training Needs Analysis. In determining candidates for training is not based on psychological tests. For the future, RSHD should conduct a training needs analysis that includes organizational analysis, job analysis / job and personal analysis and in determining candidates for training based on the results of psychological tests. Posttraining evaluation should also be done in order to measure the implementation of the training.

Abstrak:

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.

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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.

Abstrak: Laboratorium merupakan tempat dilakukan penelitian ilmiah, klinis, ataupun sebagai sarana pendidikan. Pekerja laboran setiap harinya bekerja dengan kondisi lingkungan laboratorium penuh dengan bahaya dan risiko yang tinggi. Penelitian ini dilakukan di salah satu fakultas Universitas Indonesia yakni Fakultas Matematika dan Ilmu Pengetahuan Alam di tahun 2014.
Metode penelitian ini adalah kualitatif dengan desain penelitian deskriptif analitik. Penelitian ini bertujuan untuk melihat kebutuhan pelatihan K3 di laboratorium FMIPA UI khususnya laboran melalui analisis organisasi, analisis tugas dan analisis personal dan pengkategorian pelatihan berdasarkan tujuan.
Analisis organisasi menunjukan FMIPA UI masih belum mendukung secara maksimal pengadaan pelatihan K3. Analisis tugas menemukan karakteristik bahaya dan risiko yang ada di laboratorium sehingga dapat ditentukan pelatihan K3 yang dibutuhkan. Analisis personal melalui wawancara mendalam menemukan bahwa masih kurangnya pengetahuan laboran di laboratorium FMIPA UI terhadap K3 secara umum.
Hasil penelitian ini adalah matriks pelatihan K3 yang dibutuhkan oleh laboratorium di FMIPA UI dengan tiga kategori yakni pelatihan kategori orientasi untuk merubah persepsi laboran/staff lab terhadap K3, pelatihan kategori keterampilan untuk menambah atau memperbaiki keterampilan K3 yang dimiliki, dan pelatihan kategori pengembangan meberikan pengetahuan dan keterampilan baru dengan tujuan menaikan tingkat laboran/ staff lab.

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Laboratory is a place for scientific research, clinical, or as a means of education. Laboratory workers everydays work with high risk of hazards established from its material and process. This study conducted at one faculty in Universitas Indonesia which is Faculty of Mathematics and Science (FMIPA UI) in 2014.
The method used in this research is qualitative with descriptive analytic design. This research aimed to look at FMIPA UI laboratory workers needs in occupational health and safety training. Through organizational analysis, task analysis and personal analysis process then categorized based on training purposes.
Organizational analysis shows FMIPA UI still has not maximally supported training. Task analysis find characteristic of the hazards and risks that exist in the laboratory so it can be determined which safety training is needed. Personal analysis through deep interview found that there’s still lack of knowledge workers in the FMIPA UI laboratory in general.
This research results is establishing a matrix of health and safety training required by a laboratory in FMIPA UI with three categories. Training orientation to change the perception, training skill to add or fix skill that needed to increase safety performance by workers and training development to develop a new knowledge and skills for laboratory workers.