POLA DISTRIBUSI REMUNERASI YANG MEMENUHI PERSEPSI KEADILAN INTERNAL KARYAWAN RSIA PURI BUNDA

Made Tangkas, Drs. Sito Meiyanto, PhD; Dr. Andreasta Meliala, DipPH, M.Kes, MAS

2010 | Tesis | S2 Ilmu Kesehatan Masyarakat (Manajemen Rumah Saki

Latar belakang: Kinerja sumber daya manusia dipengaruhi oleh beberapa hal seperti lingkungan kerja yang kondusif dan sistem penghargaan yang sesuai dengan harapan karyawan. Sistem penghargaan yang baik akan menyebabkan peningkatan kesejahteraan dan pada akhirnya membentuk kepuasan kerja. Kompensasi berbentuk insentif langsung diberlakukan di RSIA Puri Bunda untuk memacu kinerja para karyawan, tetapi berdasarkan survey yang dilaksanakan ternyata sistem yang berlaku belum memenuhi persepsi keadilan internal. Tujuan: Untuk mendalami pola distribusi remunerasi yang diinginkan karyawan RSIA Puri Bunda yang dapat memenuhi persepsi keadilannya. Metode: Penelitian ini merupakan penelitian kualitatif dengan rancangan kualitatif untuk membentuk abstraksi atas keterlibatan berbagai variabel dan menemukan pola distribusi sistem remunerasi yang dapat memenuhi persepsi keadilan karyawan RSIA Puri Bunda. Data diperoleh dari hasil wawancara mendalam (depth interview) dan diskusi kelompok terarah (focus group disscussion). Unit analisa dalam penelitian ini adalah kelompok perawat ruang tindakan, perawat ruang intensif, perawat ruang rawat inap, staf non medis, supervisor, manajer dan dokter umum. Hasil: Berdasarkan persepsi karyawan, koding hasil wawancara dan diskusi kelompok terhadap alasan bertahan bekerja di RSIA Puri Bunda menghasilkan tiga sub kategori yaitu suasana kerja, kenyamanan dan kesempatan berkarier. Sedangkan koding hasil wawancara dan diskusi kelompok dalam membangun persepsi terhadap sistem remunerasi menghasilkan empat sub kategori yaitu kelemahan sistem kompensasi, harapan positif dalam sistem kompensasi, hambatan dalam pengembangan sistem, dan poin penting sistem remunerasi. Kesimpulan: Karyawan RSIA Puri Bunda mempersepsikan pola distribusi sistem remunerasi yang berlaku belum memenuhi rasa keadilan internal. Sedangkan faktor kesetaraan, kompetensi, ketrampilan, tanggung jawab, risiko, beban kerja, dan ketelitian, kecepatan, penampilan kerja, dan transparansi memiliki hubungan dengan persepsi keadilan internal dalam pola distribusi sistem remunerasi insentif jasa pelayanan karyawan di RSIA Puri Bunda. Manajemen RSIA Puri Bunda dianggap belum memiliki sistem penilaian baku, baik terhadap penilaian kinerja maupun pola distribusi remunerasi. Serta karyawan RSIA Puri Bunda merasa belum sepenuhnya terlibat dalam penyusunan maupun penyempurnaan Pola distribusi sistem remunerasi.

Background: Human resources performance is influenced by some factors, such as a comfortable working environment and reward system that could fulfill employee expectation. A good reward system will cause the increasing of prosperity which will form a job satisfaction. A compensation program through direct incentive is applied at Puri Bunda Mother and Child Hospital in order to increase employee performance. According to the survey result, the system that have been applied was did not fulfil yet the internal fairness perception. Objective: To identify a pola of remuneration distribution that expected by employee of Puri Bunda Mother and Child Hospital and could fulfil their fairness perception. Method: The qualitative study used a qualitative method to form an abstraction of some involvement variables and found a distribution pola of remuneration system that could fulfill employee of Puri Bunda Mother and Child Hospital’s fairness perception. The data was collected through indepth interview and focus group discussion results. Unit of analysis of the study are consist a group of VK nurse, intensive nurse, in-patient nurse, non medical staff, supervisor level, managerial level, and general practioner doctor. Result: According to employee perception, coding of in-depth interview and focus group discussion result about reasoning of stay working at Puri Bunda Mother and Child Hospital resulted three sub category, that are working environment condition, convenience, and carrer opportunities. Whereas, coding of in-depth interview and focus group discussion result in order to form remuneration system perception resulted four sub category, that are the weakness of compensation system, positive expectation of compensation system, barrier of development system, and important point of remuneration system. Conclusion: Employee of Puri Bunda Mother and Child Hospital percepted the distribution pola of remuneration system that have been applied did not fulfil yet the internal fairness. Whereas, equality factor, competency, skill, responsibility, risk, working load, carefulness, working rapidity, working appearance, and transparency have a relationship to internal fairness perception in distribution pola remuneration system of employee incentive merit service at Puri Bunda Mother and Child Hospital. Puri Bunda Mother and Child Hospital management was reputed did not have yet an assessment system standard of performance appraisal and remuneration distribution pola. Employee of Puri Bunda Mother and Child Hospital thought that they did not involve yet in compose and complete the remuneration distribution system pola.

Kata Kunci : remunerasi, keadilan internal, RSIA Puri Bunda