Artikel Ilmiah : I1A017045 a.n. SAYEKTI ANJAR ANI
| NIM | I1A017045 |
|---|---|
| Namamhs | SAYEKTI ANJAR ANI |
| Judul Artikel | MEKANISME PERENCANAAN SUMBER DAYA MANUSIA KESEHATAN (SDMK) DI KABUPATEN PEMALANG DALAM PENCAPAIAN RASIO TENAGA KESEHATAN SESUAI KEPMENKOKESRA RI |
| Abstrak (Bhs. Indonesia) | Latar Belakang: Kabupaten Pemalang dengan jumlah SDMK 4.095 di tahun 2019, rasio tenaga kesehatannya masih jauh dari target Kepmenkokesra RI No. 54 Tahun 2013. Hal tersebut disebabkan oleh kekurangan tenaga kesehatan di 10 Puskesmas dan perencanaan SDMK belum maksimal. Sedangkan langkah awal untuk menjamin ketersediaan SDMK yaitu melalui perencanaan SDMK dengan memperhatikan ada atau tidaknya tim perencana, anggaran, metode peramalan kebutuhan, kebijakan pemerintah dan hubungan terintegrasi antar pengelola SDMK. Oleh sebab itu penelitian ini ditujukan untuk mengetahui Mekanisme Perencanaan Sumber Daya Manusia Kesehatan (SDMK) di Kabupaten Pemalang dalam Pencapaian Rasio Tenaga Kesehatan sesuai Kepmenkokesra RI. Metodologi: Desain penelitian ini yaitu deskriptif kualitatif dengan pendekatan fenomenologi untuk menggambarkan mekanisme perencanaan kebutuhan tenaga kesehatan di Kabupaten Pemalang. Penelitian dilaksanakan di Dinas Kesehatan Kabupaten Pemalang terhadap 4 informan kunci dan 2 informan pendukung dengan menggunakan teori HRH Action Framework. Analisis datanya menggunakan analisis konten dengan pendekatan thematic network. Hasil Penelitian: Hasil penelitian menunjukkan perencanaan SDMK di Kabupaten Pemalang menggunakan kebijakan pusat dan Perda agar usulan kebutuhan sesuai dengan SOTK dan tipe instansi maupun Fasyankes serta hasil ABK yang melebihi standar minimal tetap dijadikan usulan kebutuhan. Akan tetapi terdapat beberapa permasalahan yang sebaiknya dibenahi seperti adanya perbedaan persepsi antara Puskesmas, DKK, dan BKD mengenai kebutuhan SDMK, pembaharuan data dan informasi SDMK belum tepat waktu, tugas perencanaan menjadi tanggung jawab seorang petugas, serta serapan anggaran untuk perencanaan serta pengadaan SKPD hanya 0,08% dari dana kesehatan. Kesimpulan: The HRH planning mechanism in Pemalang Regency can improve the coordination of work partners so that there are no differences in perceptions in determining HRH needs, forming a planning team and optimizing the absorption of the health budget. So that the HRH planning process is more perfect. |
| Abtrak (Bhs. Inggris) | ratio of health workers had not been fulfilled the target of the Kepmenkokesra RI No. 54 of 2013. This was caused by a shortage of health workers in 10 public health center and HRH planning was not optimal. Meanwhile, the first step to ensure the availability of HRH is through HRH planning by taking into account the presence or absence of a planning team, budget, needs forecasting methods, government policies and integrated relationships between HRH managers. Therefore, this study aims to determine the Human Resource for Health (HRH) Planning Mechanism in Pemalang Regency on achieving the Ratio of Health Workers in accordance with Kepmenkokesra RI. Methods: The design of this research is descriptive qualitative with a phenomenological approach to describe the planning mechanism for the needs of health workersin Pemalang Regency. The research was conducted at the Pemalang District Health Office with 4 key informants and 2 supporting informants using the HRH Action Framework theory. Data analysis used content analysis with thematic network approach. Results: The results showed that HRH planning in Pemalang District used central policies and local regulations so that the proposed needs were in accordance with the SOTK and type of institution and health facilities furthermore the result of ABK that exceeded the minimum standard were still used as a recommendation for needs. However, there are several problems that should be addressed, such as differences in perceptions between public health center, public health office, and BKD regarding HRH needs, updating of HRH data and information is not timely, planning tasks are the responsibility of an officer, and budget absorption for planning and procurement of SKPD is only 0, 08% of the health fund. Conclusion: The HRH planning mechanism in Pemalang Regency can improve the coordination of work partners so that there are no differences in perceptions on determining HRH needs, forming a planning team and optimizing the absorption of the health budget. So that the HRH planning process is more perfect. |
| Kata kunci | Perencanaan SDMK, Kebutuhan SDMK, SDM Kesehatan |
| Pembimbing 1 | Dr. Arih Diyaning I., S.KM, M.P.H. |
| Pembimbing 2 | Yuditha Nindya K. R., S.KM, M.P.H. |
| Pembimbing 3 | |
| Tahun | 2021 |
| Jumlah Halaman | 10 |
| Tgl. Entri | 2021-05-18 14:52:33.533752 |