KINERJA SEKSI KEPERAWATAN DAN KEBIDANAN DALAM PENILAIAN KEBUTUHAN PELATIHAN SDM KEPERAWATAN DAN KEBIDANAN DI RSUD PANEMBAHAN SENOPATI BANTUL

LINUS , dr. Sugianto A, SpS., M.Kes., PhD; DR. dr. Andreasta Meliala, DiplPH., M.Kes., MAS

2016 | Tesis | S2 Ilmu Kesehatan Masyarakat

Latar belakang: Penentuan topik pelatihan dan penentuan perawat dan bidan di RSUD Panembahan Senopati Bantul yang akan mengikuti pelatihan adalah tugas tambahan Seksi Keperawatan dan Kebidanan. Penentuan topik dan usulan peserta pelatihan semata-mata didasarkan pada usulan kepala ruangan. Usulan pelatihan yang sifatnya baru dan dibutuhkan dalam pengembangan kompetensi pelaksanaan tugas sehari-hari walaupun telah disepakati dalam RBA namun dalam prakteknya kadang tidak dapat dilaksanakan. Penilaian kebutuhan pelatihan merupakan hal mendasar untuk suksesnya sebuah pelatihan. Tanpa penilaian kebutuhan pelatihan, organisasi berisiko melakukan pelatihan yang berlebihan, terlalu sedikit atau kehilangan arah sama sekali. Tujuan: Mendeskripsikan kinerja Seksi Keperawatan dan Kebidanan yang berhubungan dengan penilaian kebutuhan pelatihan SDM keperawatan dan kebidanan di RSUD Panembahan Senopati Bantul. Metode: Jenis penelitian menggunakan Studi Kasus Eksploratoris dengan desain Kasus Tunggal Terjalin. Kasus yang diteliti adalah eksplorasi kesesuaian uraian tugas, kesesuaian spesifikasi jabatan, persepsi beban kerja dan persepsi kinerja terhadap Seksi Keperawatan dan Kebidanan dalam menilai kebutuhan pelatihan. Sampel dipilih dengan metode purposive sampling. Sampel untuk manajemen adalah pejabat struktural, staf fungsional umum dan tim supervisi keperawatan. Sedangkan sampel untuk perawat dan bidan adalah perawat dan bidan yang bertugas di ruangan/instalasi terkait bedah (Melati, Bougenville, Nusa Indah II dan IBS) dan terkait kebidanan (Alamanda dan ruang bersalin). Besar sampel 101 orang. Instrumen penelitian menggunakan pedoman wawancara dan kuesioner untuk data primer, dan lembar observasi check list dokumen untuk data sekunder Hasil: Banyak (48%) dan instensnya (91%) tugas tambahan Seksi Keperawatan dan Kebidanan berimplikasi pada terabaikannya tugas-tugas pokok, dan pengelolaan staf. Kondisi ini menunjukkan tidak fokusnya Seksi Keperawatan dan Kebidanan dalam pelaksanaan tugas. Kepala seksi memenuhi spesifikasi jabatan (83%), namun tidak terpenuhinya spesifikasi jabatan kedua staf mengakibatkan staf tidak dapat menunjang kerja kepala seksi. Sebaliknya kepala seksi membutuhkan upaya ekstra untuk mengajarkan para staf tentang tugas-tugas mereka. Kesimpulan: Tinggi dan intensnya tugas tambahan Seksi Keperawatan dan Kebidanan; kualifikasi staf yang tidak memenuhi kebutuhan pekerjaan bersumbangsih menambah beban kepala seksi untuk mengajar staf; dan kinerja yang payah sebagai implikasi job overload kepala seksi yang tidak didukung hasil kerja staf mempengaruhi rendahnya kinerja Seksi Keperawatan dan Kebidanan dalam penilaian kebutuhan pelatihan.

Background: The choosing of topics and attendees that will attend trainings in Panembahan Senopati General Hospital Bantul were responsibilities of Nursing and Midwifery Section. Topic selection and the suggestion of training attendees to date were based on suggestion from head of the ward. The new training suggestion was needed in developing competencies of human resources to do daily works. Despite it was already agreed in hospital financing business plan, practically it couldt be easy to implement. Objective: To describe the performance of nursing and midwifery section in nursing and midwifery human resource training need assessment in Panembahan Senopati General Hospital, Bantul. Method: This research was an explanatory case study research with stranded single case design. The examined cases were job description suitability explorations, job specification suitability, workload perception, and performance perception towards Nursing and Midwifery Section in assessing training needs. Data collected was secondary data by document study and primary data towards in-depth interview and questionnaire. Result: Nursing and Midwifery Section performed more than its job description based on Bantul Regent Regulation No. 14 Year 2013. From all the performance that was done, 48% of them were additional tasks, whether the tasks were related to main tasks or additional tasks from another structural job. Excessive additional tasks implicated in the low monitoring, monotone evaluation, and lack of ideas in the development of nursing supervision task. The excessive of additional tasks was also affected to the staff management weakening (availability of written job description, availability of operational standards and procedures in implement administrational works, and staff work monitoring). Technical training wasn't fulfilled by the head of Nursing and Midwifery Section, meanwhile both staffs weren't fulfill the training and work experience terms. Majority of respondents (70.7%) assessed that the workload of Nursing and Midwifery Section was in moderate. Only 2.4% of them assessed it as low workload, meanwhile the rest of 26.8% assessed that the workload was high. Majority of respondents (90.1%) assessed the Nursing and Midwifery Section performance in training need assessment as low. Only 9.9% of them told that the performance was good. Conclusion: The excessive additional tasks Section of Nursing and Midwifery; qualifications of staff who do not according to the need the job effect increasing 6 the workload of the head section to instruct staff; and the possibility of declining productivity as job implications overload and the performance is lousy as job implications affecting low performance under load Nursing and Midwifery Section in the assessment of training needs.

Kata Kunci : uraian tugas, spesifikasi jabatan, beban kerja, kinerja, dan penilaian kebutuhan pelatihan.