Hubungan sistem kompensasi terhadap kinerja karyawan :: Studi kasus di RSUD Tobelo Kabupaten Halmahera Utara Propinsi Maluku Utara

TANDAAN, Irwanto, dr. Dwi Handono Sulistyo, M.Kes

2009 | Tesis | S2 Ilmu Kesehatan Masyarakat

Latar Belakang: Rumah Sakit merupakan tempat pelayanan sekunder dan tersier sehingga menjadi harapan masyarakat dalam upaya penyembuhan penyakit yang dideritanya. Untuk mendukung tujuan ini sangat dibutuhkan kesiapan SDM-nya yaitu karyawan yang menjadi aset penting bagi suatu instansi seperti RS, karena memiliki bakat, tenaga dan kreativitas yang sangat dibutuhkan untuk mencapai tujuannya. Sebaliknya, sumber daya manusia juga mempunyai berbagai macam kebutuhan yang ingin dipenuhinya sehingga pemberian kompensasi dipandang dapat memotivasi seseorang untuk meningkatkan kinerjanya yang bermuara pada pencapaian serta pelayanan yang diharapkan bersama. Tujuan penelitian ini adalah untuk mendokumentasikan serta mengevaluasi sistem kompensasi yang baru pada karyawan di RSU Tobelo dan hubungannya dengan kinerja karyawan. Metode: Jenis Penelitian ini menggunakan metode studi kasus deskriptif, dengan rancangan single-case terpancang. Data primer dikumpulkan melalui wawancara mendalam yang dibantu dengan alat pedoman wawancara dan Focus Group Discussion. Responden penelitian ini adalah 80 orang karyawan RSUD Tobelo yang terdiri dari 5 dokter (Dokter Spesialis 1 Orang, Dokter Umum 2 orang, dokter gigi 1 orang), 32 orang paramedis, 16 orang karyawan non medis. Hasil: Sistem kompensasi yang baru tidak berpengaruh positif dalam mempengaruhi karyawan dalam bekerja. Sistem kompensasi yang baru ini cukup baik karena umumnya karyawan merasa bangga bekerja di RSUD Tobelo tetapi jika dilihat dari hasil kurang puas dengan sistem pemberian kompensasi yang dianggap kurang adil dan waktu pemberian yang tidak tepat waktu. Harapan sistem kompensasi berupa pemberian kompensasi finansial supaya lebih adil, transparan, tepat waktu sedangkan kompensasi non finansial bisa lebih merata. Kesimpulan: Kompensasi yang tinggi pada seorang karyawan mempunyai implikasi bahwa organisasi memperoleh keuntungan dan manfaat maksimal dari karyawan yang bersangkutan karena besarnya kompensasi sangat ditentukan oleh tinggi/rendahnya produktivitas kerja karyawan yang bersangkutan. Semakin tinggi kompensasi yang diberi berarti semakin baik kinerja karyawan tersebut.

Background: The Hospital was the place of the secondary and tertiary service so as to become hope of the community towards illness recuperation that was suffered by him. To support this aim really was needed by human resources readiness that is the employee who became important assets for an agency like hospital, because of having the talent, the power and creativity that really were needed to achieve his aim. On the other hand, human resources also had various requirement sorts that wanted the fulfilment so as giving of compensation could it was considered motivate someone to increase his achievement that flowed in the achievement as well as the service that were hoped for together. The aim of this research was to document as well as evaluate the compensation system that was new to the employee in RSUD Tobelo and his relations with the achievement of the employee. Method: This research was the descriptive case study method, with the single-case plan embedded. The primary data was gathered through in deep interview that was helped with the implement and Focus Group Discussion of the interview guide. This research respondent was 80 employees RSUD Tobelo that consisted of 5 doctors (the Specialist Doctor 1 Person, the doctor 2 person, the dentist 1 person), 32 paramedics, 16 non medical employees. Results: The compensation system just was not influential positive in affecting the employee in working. This new compensation system quite good because generally the employee felt proud of working in RSUD Tobelo but if being seen from results was dissatisfied with the giving system of compensation that was regarded as more unjust and not right on time giving time. Hope of the compensation system took the form of giving of financial compensation to more just, transparent, right on time whereas financial compensation could be more equitable. Conclusion: The Compensation was high to an employee had the implications of the organisation obtained to profit and the maximal benefit from the employee who was relevant because the compensation size really was determined by high/the low level productivity of work the employee. It was increasingly high that compensation that was given was significantly increasingly good the achievement of this employee.

Kata Kunci : Kompensasi,Kinerja karyawan,RSUD, Compensation, performance of the employee