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"Skripsi ini membahas tentang kepuasan pegawai non PNS Bidang Penunjang Medis terhadap remunerasi berbasis Competency Based Human Resource Management (CBHRM) di RSUD Pasar Rebo Tahun 2011. Penelitian ini merupakan penelitian kuantitatif dengan desain studi potong lintang. Pengumpulan data dilakukan dengan menggunakan kuesioner. Sebanyak 134 kuesioner disebarkan dan hanya 107 kuesioner lengkap yang kembali. Responden pada penelitian ini adalah 107 pegawai non PNS Bidang Penunjang Medis RSUD Pasar Rebo yang terbagi ke dalam 6 instalasi. Hasil penelitian menunjukkan bahwa terdapat 53,3% pegawai yang menyatakan tidak puas terhadap remunerasi yang diterima. Dalam penelitian ini diketahui bahwa lama kerja, pengetahuan pegawai mengenai sistem remunerasi, kepemimpinan, supervisi, kebijakan remunerasi, sosialisasi sistem remunerasi berhubungan dengan kepuasan pegawai non PNS Bidang Penunjang Medis terhadap remunerasi berbasis CBHRM. Pihak rumah sakit perlu menindaklanjuti hasil penelitian tersebut dengan melakukan evaluasi kembali terhadap remunerasi berbasis CBHRM serta meningkatkan sosialisasi sistem remunerasi di RSUD Pasar Rebo dengan melibatkan manajemen terkait serta pegawai dari setiap instalasi yang bersangkutan.

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This study examines about the satisfaction of medical support affairs of non-civil servants of the remunerations based Competency Based Human Resource Management (CBHRM) in Pasar Rebo Hospital in 2011. This research is a cross sectional research using quantitative methods. The data was collected by filling questionnaires. A total of 134 questionnaires distributed but only 107 complete questionnaires are returned to the researcher. Respondents in this research are 107 medical support affairs of non-civil servants in Pasar Rebo Hospital which is divided into 6 installations. The result showed that there are 53.3 % officers who stated that they are not satisfied with the remuneration received. By this research, known that amount of time working, knowledge about remuneration system, leadership, supervision, remuneration policy, dissemination of remuneration system associated with satisfaction of medical support affairs of non-civil servants of the remunerations based CBHRM. The hospital needs to follow up these findings by evaluating remuneration and improve dissemination of the remuneration system in Pasar Rebo Hospital, involving relevant management and employees of related installation."

"Skripsi ini membahas tentang kepuasan kerja pegawai non Pegawai Negeri Sipil (PNS) di RSUD Pasar Rebo pada tahun 2013. Penelitian ini menggunakan metode kuantitatif Cross Sectional, selain itu, dalam penelitian ini peneliti juga melakukan wawancara mendalam dengan pegawai yang di pilih secara acak untuk memperkuat dan menggali lebih dalam lagi mengenai hasil penelitian yang di dapat. Tujuan penelitian ini adalah untuk mengetahui tingkat kepuasan kerja dan hubungan antara karakteristik individu terhadap kepuasan kerja. Hasil dari penelitian menunjukkan bahwa tingkat kepuasan pegawai di RSUD Pasar Rebo masih dikatakan rendah dan tidak terdapat hubungan anatara karakteristik individu dengan kepuasan kerja. Berdasarkan hasil penelitian ini maka peneliti memberikan saran kepada RSUD Pasar Rebo untuk melakukan survey kepuasan kerja secara berkala agar mengetahui dan melakukan evaluasi terhadap faktor-faktor yang belum optimal.

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This research is discussed as regards to job satisfaction of the Non-Civil Servants at Pasar Rebo General Hospital at the year 2013. Researcher use a cross sectional quantitative method, moreover, in this research, researcher also conducted in-depth interviews with employees who were randomly selected to strengthen and probe deeper into the research results obtained. The purpose of this study was to determine the level of job satisfaction and the correlation between individual characteristics on job satisfaction. The results of the study represented that the level of employee satisfaction in Pasar Rebo General Hospital still said to be less and there is no correlation between individual characteristics and job satisfaction. Based on these results, the researcher gives recommendation to the hospital to perform periodic surveys of job satisfaction in order to determine and evaluate the factors considered not optimal."

"Tesis menjelaskan asumsi peran Pengelolaan Sumber Daya Manusia Berbasis Kompetensi dalam proses pembangunan profesionalisme pegawai lembaga publik (lembaga pemberantasan anti korupsi), yang membutuhkan ketersediaan pegawai yang profesional, berintegritas dan memiliki kompetensi yang diperlukan, sebagai faktor kunci keberhasilan kinerja organisasi. Unit analisis penelitian adalah organisasi KPK yang sistem pengelolaan SDM-nya diatur dalam Peraturan Pemerintah No. 63 tahun 2005. Tujuan penelitian adalah mengetahui dan mampu menjelaskan proses pengelolaan SDM berbasis kompetensi di KPK sekaligus memahami dan mampu menguraikan faktor-faktor yang mempengaruhinya. Penelitian mengacu pada paradigma postpositivism dengan menggunakan pendekatan dan desain kualitatif. Melalui paradigma postpositivism dapat mengkaji variabel dan hubungan antar variabel melalui pendekatan metode grounded theory melalui proses konfirmasi, validasi dan falsifikasi hipotesis model penelitian. KPK telah memiliki kerangka konseptual dalam penyusunan kamus kompetensi yang kemudian menjadi basis bagi pengelolaan SDM, mulai dari perencanaan SDM, rekrutmen-seleksi, manajemen kinerja dan kompensasi. Sedangkan pilar pengelolaan SDM yang belum sepenuhnya berbasis kompetensi terjadi pada pelatihan dan pengembangan, manajemen karir, dan talent segmentation. KPK telah melakukan upaya untuk memastikan terlaksananya konsep CBHRM, melalui serangkaian kegiatan yang disingkat ?CASAM?, yaitu: a) Communication, b) Accountability, c) Skill, d) Alignment, dan e) Measurement. Dari kelima hal tersebut, kegiatan yang sudah dilaksanakan adalah kegiatan komunikasi, accountability, dan measurement. Sedangkan kegiatan membangun skill dan alignment CBHRM belum dilaksanakan. Perbaikan Pengelolaan SDM Berbasis Kompetensi di KPK mencakup penyusunan Cetak Biru Pengembangan SDM di KPK yang dapat mencerminkan kebutuhan organisasi, kepentingan pegawai, dan stakeholder. Juga perbaikan PP No. 63 Tahun 2005 tentang Sistem Manajemen SDM KPK agar pengelolaan SDM berbasis kompetensi dapat dijalankan dengan maksimal.

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The thesis describes the assumption of the role Competency-Based Human Resource Management (CBHRM) in the process of developing professional and competent employee of public institutions, particularly in the Corruption Eradication Agency (the Commission), which requires professional, integrity and competence personnel, as the key success factors of organizational performance. The unit of analysis is the Human Resources Management System of Indonesia Corruption Eradication Commision as stipulated in Government Regulation no. 63 of 2005. The research objective is to understand and be able to explain the process of competency-based HR management in the Commission as well as identify factors that affect the competency-based human resource management at the Commission. This study used a qualitative approach and refers to the postpositivism paradigm that examine variables and relationships between variables through the grounded theory approach, using the process of confirmation, validation and falsification of the research hypothesis models. The Commission already has the conceptual framework for developing the competency dictionary which reflect it's vision, mission, strategic priorities and values. The competencies is then used as basis for HR planning, recruitment and selection, performance management and compensation. The other HR subsystem that has not been using the competencies as the basis are learning and development, career management and talent segmentation. The Commission has made efforts to ensure the implementation of the concept, through a series of activities that are abbreviated as "CASAM", namely: a) Communication, b) Accountability, c) Skill, d) Alignment, and e) Measurement. Among those five activities the Commission has implement communication, accountability and measurement. However the Commission has not implement the skill and alignment thoroughly. CBHRM improvement in the Commission includes a number of programs and activities: developing HR blueprint that reflect the current and future needs of the Commission, the employees and the stakeholders. Improvement in the Government Regulation No. 63 of 2005 regarding HR Management System of the Commision for the realization of competency based human resource management system."

"The competence-based human resource development is a strategic measure to materialize good governance and high-quality public service performance. This strategy aims to obtain the compatibility between the organization's objectives and targets.The human competence relevant to his or her skills, knowledge and capability include the individual authority to perform her or his talk in decision making according to his or her roles in an"

"Instalasi Farmasi RSUD Pasar Rebo merupakan pusat pendapatan RS, Namun, realisasi anggaran Instalasi Farmasi selalu lebih tinggi dari perencanaannya selama lima tahun terakhir sejak 2007 sampai 2011 yang mungkin dipengaruhi oleh cost awareness, cost management, cost monitoring, dan cost incentive sebagai faktor-faktor dari cost containment.Tujuan penelitian ini untuk menganalisis cost containment di Instalasi Farmasi RSUD Pasar Rebo dengan mengetahui cost awareness, cost management, cost monitoring, dan cost incentive dan juga upaya cost containment yang dilaksanakan secara keseluruhan.Penelitian ini merupakan penelitian kualitatif dengan memanfaatkan dua teknik pengumpulan data yaitu data sekunder dan wawancara mendalam kepada pegawai level manajemen RS yang terkait erat dengan Instalasi Farmasi RSUD Pasar Rebo. Penelitian ini dilaksanakan selama Juli 2011 sampai Juli 2012.Hasil penelitian menunjukkan variabel cost awareness yaitu pelatihan belum mengarah pada efisiensi, serta pengkomunikasian harga melalui spanduk dengan slogan yang memotivasi pegawai ataupun acara khusus untuk pengenalan harga sediaan farmasi bagi pegawai pun belum ada.Variabel cost management yaitu budget dengan realisasi budget lebih tinggi dari perencanaan, pengkonsolidasian dokter melalui forum ?reboan? dihadiri sekitar 30 persen dokter, e-prescribing belum diaplikasikan, penyediaan obat dihitung dengan stok minimum dan maksimum tetapi belum ada pegawai yang ditunjuk untuk bertanggung jawab menghindari obat expired, pengurangan biaya operasional diterapkan dengan mematikan AC dan lampu yang tidak digunakan, pemanfaatan ulang kertas bekas, serta penyiapan obat dengan tepat, sementara dukungan eksekutif masih dipandang sebagai supervisi.Variabel cost monitoring yaitu pemonitoran keuangan berkelanjutan dalam hal ini cash flow masih belum mampu dimanfaatkan sebagai alat untuk memberi peringatan kepada Instalasi Farmasi untuk sejalan dengan perencanaan budget, selain belum kuatnya bargaining position RS walaupun margin obat generik dan obat non generik di atas 30 persen, dan masih terjadi selisih saat stock opname, pelayanan terintegrasi masih birokratis serta belum dapat meraih sense of belonging pegawai karena tidak sampainya informasi yang cukup, pengamanan obat penting dilakukan dengan pembedaan lemari serta adanya kartu stok.Variabel cost incentive yaitu pemberian insentif belum ditentukan oleh output kinerja melainkan kompetensi. Hal tersebut di atas menunjukkan upaya pengendalian biaya yang masih memprihatinkan di RSUD Pasar Rebo khususnya di Instalasi Farmasi. Kesimpulannya bahwa Instalasi Farmasi RSUD Pasar Rebo belum mengimplementasikan cost containment (cost awareness, cost management, cost monitoring, cost incentive) secara tepat.

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The Pharmacy Installation of RSUD Pasar Rebo is a revenue centre for the hospital. Therefore, the Realisation of Budget of Pharmacy Installation had been higher than its planning for five years since 2007 until 2011 that might be influenced by cost awareness, cost management, cost monitoring and cost incentive as factors of cost containment.The objective of this research was to analyze the cost containment at The Pharmacy Installation of RSUD Pasar Rebo by knowing cost awareness, cost management, cost monitoring, and cost incentive and also the cost containment efforts for overall.This research was a qualitative research, conducted by utilizing two data collection techniques which were secondary data and in-depth interview on the entire management level of hospital which was related directly to The Pharmacy Installation of RSUD Pasar Rebo. This research conducted throughout the months of July 2011 ? July 2012.The result of the study revealed variables of cost awareness were the training program had not directed to efficiency and there were not the price communication by putting motivation statement on working area nor special event for making pharmacy staff knowing about price of pharmacy things.Variables of cost management were the budget which was realization higher than it plan, the doctor consolidation through "reboan" had admitted around 30 percent, the e-prescribing had not applied, the medicine reservation calculated by minimum and maximum stock but there was not a responsible staff to avoid expired medicine, the reducing operational cost was applied by turning off AC and lamp when unused, reuse paper, and preparation medicine correctly, the executive support was adjusted like a supervision not a support.Variables of cost monitoring were the monitoring financial continuely by cash flow was disable to warn The Pharmacy Installation strict to the budget planning nor had bargaining position in medicine principal even the generic and non generic margins upper 30 percent, moreover stock opname still had dismatch, the integrated service was birocratic and staff`s sense of belonging can?t be reached cause not enough information can be achieved, the security of important medicine through differentiating cupboard and stock card. Variable of cost incentive was the Insentive given had not determined by output of work but competences.It was revealed that cost containment efforts were still poorly implemented at RSUD Pasar Rebo especially at The Pharmacy Installation. The conclution was The Pharmacy Installation of RSUD Pasar Rebo had not yet properly implemented cost containment (cost awareness, cost management, cost monitoring, and cost incentive)."

"RSUD Pasar Rebo merupakan rumah sakit umum pemerintah yang telah ditetapkan sebagai unit swadana daerah sesuai peraturan daerah Pemda DKI Jakarta nomor 2 tahun 1996. Sejalan dengan perkembangan rumah sakit sebagai unit swadana maka kinerja dan pendapatan operasional RSUD Pasar Rebo menunjukkan peningkatan yang membaik. Salah satu faktor dalam mempertahankan kinerja karyawan yang pada akhirnya akan meningkatkan kualitas pelayanan kesehatan adalah partisipasi aktif seluruh karyawan sehingga diperlukan motivasi kerja yang erat hubungannya dengan kepuasan kerja karyawan.Masalah yang dihadapi dalam meningkatkan motivasi kerja karyawan selain imbalan adalah mengenai insentif atau disebut sebagai jasa medik di RSUD Pasar Rebo, yang dikeluarkan berdasarkan Keputusan Direktur RSUD Pasar Rebo No.077.1/1997. Model pembagian jasa medik tersebut dirasa kurang tepat oleh sebagian karyawan terutama tenaga keperawatan.Penelitian ini dilaksanakan dengan pendekatan kuantitatif dengan menggunakan rancangan cross sectional. Didapatkan 96 sampel dari total populasi 252 karyawan tenaga keperawatan.Dari hasil penelitian yang menyatakan tidak puas atas jasa medik berjumlah 57 orang responden(59 %). Dengan analisis x2 terdapat beberapa hubungan yang bermakna antara pendidikan, masa kerja, kehadiran kerja, kehadiran apel dan umur terhadap kepuasan atas jasa medik.Pihak manajemen perlu mengkaji kembali, mendesain, atau memodifikasi faktor pendidikan, masa kerja, kehadiran kerja, kehadiran apel dan umur, guna lebih meningkatkan kepuasan atas jasa medik tenaga keperawatan.

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RSUD Pasar Rebo is a state hospital, which was established as a local self-funding unit, based on local government regulation of DKI Jakarta No.2/1996. As the development of hospital, the performance and operational revenue have indicated improvement. One of factors in maintaining the performance of employees which finally improves the health treatment quality, is the active participation of employee, therefore motivation in work to which employees' satisfaction in work closely relates is needed.There is the problem in order to motivate the employee besides the regular payment can do the implementation the management of hospital.;Paramedic Satisfaction Analysis on Medical Service System at Pasar Rebo Hospital , 1999 RSUD Pasar Rebo is a state hospital, which was established as a local self-funding unit, based on local government regulation of DKI Jakarta No.2/1996. As the development of hospital, the performance and operational revenue have indicated improvement. One of factors in maintaining the performance of employees which finally improves the health treatment quality, is the active participation of employee, therefore motivation in work to which employees' satisfaction in work closely relates is needed. There is the problem in order to motivate the employee besides the regular payment can do the implementation the management of hospital."

"RSUD Pasar Rebo sebagal BLUD, masih menerapkan remunerasl pada tahun 1992. Ini mengindikasikan ketidaksesuaian antara status RSUD Pasar Rebo sebagai BLUD dengan remunerasi yang diterapkan. Salah satu profesi yang menjadi ujung tombak pelayanan kesehatan di rumah sakit dan berperan cukup besar dalam menjaga mutu dan reputasi rumah sakit adalah perawat. Maka manajemen rumah sakit perlu memperhatikan kesejahteraan perawat khususnya dalam bentuk insentif. Pemerintah mengeluarkan Permendagri No. 61 Tahun 2007 yang dapat dijadikan acuan RSUD Pasar Rebo dalam menyempurnakan penentuan insentif untuk perawat. Penelitian ini bertujuan untuk mengetahui penentuan insentif untuk perawat yang berlaku di RSUD Pasar Rebo, serta menganalisis implementasi insentif perawat berdasarkan Permendagri No. 61 Tahun 2007 di RSUD Pasar Rebo. Penelitian operasional dengan pendekatan kualitatif ini menggunakan teknik wawancara mendalam. Informan penelitian adalah beberapa pejabat pengelola terkait serta Wakil Direktur Umum dan Keuangan RSUD Pasar Rebo, pejabat pengelola dan Direksi PT. Rumah Sakit Pasar Rebo sebagai informan triangulasi. Hasil penelitian ini menggambarkan insentif perawat yang berlaku di RSUD Pasar Rebo dinilai variabel tetap dan tidak tetap. Pola penentuan insentif yang berlaku di RSUD Pasar Rebo belum memasukkan indikanor risiko kerja, tingkat kegawatdaruratan dan capaian kinerja. Karena RSUD Pasar Rebo sering berganti status kelembagaan, pergantian dineksi serta komitmen bersama antara direksi dengan pejabat pelaksana yang kurang. Saran penelitian ini adalah penentuan insentif di RSUD Pasar Rebo didasarkan pada prestasi kerja perawat, RSUD Pasar Rebo dapat mengacu pada Permendagri No. 61 Tahun 2007, dalam memasukkan indikator risiko kerja, tingkat kegawatdaruratan dan pengoptimalan indikator capaian kinerja dalam menentukan insentif perawat di RSUD Pasar Rebo; serta peningkatan kornitmen bersama dari unsur pimpinan dan pejabat pelaksana di RSUD Pasar Rebo.

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RSUD Pasar Rebo as BLUD, is still uslng the remuneration mechanism ln which used since 1992. This indicate an unappropriatness condition between RSUD Pasar Rebo status as BLUD with implemented remuneration mechanism. Nursing is one of occupation in hospital that become the first line of health services and have a big role in quality improvement and reputation of hospital. So the hospital management should have a big concern of nurse prosperity especially the material incentives. Government announced Permendagri No.61/2007 as a technical guidance for BLUD that can be used by RSUD Pasar Rebo to complete the nurse incentives Formulation.

The aim of this research are to know the nurse incentives formulation description in RSUD Pasar Rebo and to analyze the nurse incentives implementation based on Permendagri No.6l/2007 in Pasar Rebo Regional Hospital. The research design is operational research with qualitative approach. The researchers as a research instrument helped by interview guidance to do the indepth interview. The research informant are several stakeholders and Director Representative of Administration and Financial in Pasar Rebo Regional Hospital, several stakeholders and Directors of Rumah Sakit Pasar Rebo Company as triangulation informant.

The result of this research are describe that the nurse incentives formulation in RSUD Pasar Rebo is appreciated by fix indicators and variable indicators. The incentives formulation in RSUD Pasar Rebo currently, doesn?t entered Risk Index, Emergency Index, and Performance index yet. Generally, it happen because RSUD Pasar Rebo often face the organizational status transformation, director succession and the lackness of director and performer commitment.

The suggestion in this research are the nurse incentives formulation in RSUD Pasar Rebo hopefully really based on performance appraisal like written and arranged in RSUD Pasar Rebo Employee Regulation ; RSUD Pasar Rebo can use the referencies that recommended by Permendagri No.61/2007 to enteres the Risk Index, Emergency Index and Perfomance Index in formulating the nurse incentives; and RSUD Pasar Rebo hopefully could increase the commitment between director as a decision maker in hospital and Performer who manage and do the hospital policy to always give support to the nurse prosperity development along professional and objectives incentives formulation."

"RSUD Pasar Rebo merupakan rumah sakit daerah yang menggunakan SIMRS untuk mendukung layanan administrasinya. Berdasarkan SK Direktur RSUD Pasar Rebo tercantum bahwa dimensi kualitas data yang diukur adalah akurasi dan presisi. Selain itu juga terdapat dimensi kelengkapan (completeness) yang tertanam pada proses bisnis dalam kaitannya dengan pelengkapan data dan dokumen rekam medik untuk proses klaim asuransi kesehatan. Penelitian ini bertujuan untuk memberikan rekomendasi peningkatan pengelolaan kualitas data berdasarkan hasil penilaian tingkat kematangan pengelolaan kualitas data. Penilaian tingkat kematangan pengelolaan kualitas data dilakukan dengan mengacu kepada komponen dan karakteristik pada Loshin’s Data Quality Management Maturity Model. Setelah dilakukan penilaian terhadap tingkat kematangan, maka dilakukan analisis kesenjangan untuk mengidentifikasi karakteristik pengelolaan kualitas data yang harus dipenuhi untuk meningkatkan tingkat kematangan. Setelah dilakukan analisis kesenjangan, maka disusun rekomendasi peningkatan pengelolaan kualitas data yang mengacu kepada aktivitas yang ada pada DMBOK. Tingkat kematangan pengelolaan kualitas data pada RSUD Pasar Rebo berada pada level 4 (managed). Rekomendasi yang diberikan untuk meningkatkan pengelolaan kualitas data adalah melakukan profiling, analisis, dan menilai kualitas data, memantau prosedur dan kinerja dari pengelolaan kualitas data yang berjalan, membersihkan dan memperbaiki kualitas data yang cacat, mendefinisikan kebutuhan kualitas data, mendefinisikan kualitas data dalam konteks peraturan bisnis, mengelola isu-isu terkait kualitas data, mengukur dan memantau kualitas data secara berkesinambungan, merancang dan mengimplementasikan prosedur operasional pengelolaan kualitas data

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Pasar Rebo Public Hospital is a government hospital that uses HIS to support its operational activity. According to its director’s decree, dimension of data quality for medical record data consists of accuracy and precision. Besides, completeness dimension also embedded in business process in accordance to their activity to complete medical record’s data and document to conduct insurance claim process. This study aims to give recommendation to improve data quality management according to data quality management maturity level assessment. The assessment is conducted according to Loshin’s Data Quality Management Maturity Model. After the assessment is done, gap analysis is conducted to identify which improvement should be done to improve data quality management maturity level. After that, the recommendation is arranged based on DMBOK’s Data Quality Management activity. The maturity level of data quality management in Pasar Rebo Public Hospital is 4 (managed). Recommendations given in this study consist of profiling, analyzing, and assessing data quality, monitoring operational data quality management procedures and performance, cleaning and correcting data defects, defining data quality requirements, defining data quality business rules, managing data quality issues, continuously measuring and monitoring the data quality, and designing and implementing operational data quality management procedures"