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"Berkaitan dengan pemeliharaan dan peningkatan mutu Puskesmas, maka pada tahun 2002 Dinas Kesehatan DKI Jakarta sebagai salah satu organisasi pelayanan kesehatan menerapkan standar ISO 9001-2000 untuk Puskesmas. Perubahan manajemen organisasi yang berorientasi pada mutu, perlu menunjukkan kemampuannya memenuhi kebutuhan pelanggan dan sesuai dengan peraturan yang berlaku. Agar standar ini dapat diterapkan di semua Puskesmas secara efektif dan efisien maka dilakukan penelitian pengaruh proses implementasi ISO 9001-2000 terhadap kompetensi karyawan di Puskesmas Kecamatan Kramat Jati dan Puskesmas Kecamatan Cengkareng sebagai kontrol.Metode yang digunakan adalah Kuasi eksperimen dengan pretes-postes disain. Sebanyak 161 responden berhasil dilibatkan sebagai sampel dalam penelitian ini. Masing-masing mengisi kuesioner untuk menilai kompetensi karyawan secara keseluruhan, kompetensi yang dinilai meliputi 9 faktor yaitu orientasi pada pelanggan, orientasi pada prestasi, komunikasi, inovasi dan perbaikan proses, kemampuan penyesuaian diri, teknologi informasi, manajemen organisasi, kerjasama tim, dan pengembangan diri. Data yang terkumpul kemudian dilakukan analisis dengan uji peringkat bertanda Wilcoxon untuk kelompok intervensi, uji Mann-Whitney untuk kelompok yang diintervensi dengan kelompok kontrol.Hasil dari penelitian ini menunjukkan ada perbedaan yang bermakna antara kelompok intervensi dan kelompok kontrol, terutama pada faktor prestasi, orientasi pelanggan, komunikasi, inovasi, dan tim. Sedangkan untuk faktor adaptasi, teknologi infomasi, manajemen organisasi, dan pengembangan diri tidak menunjukkan perbedaan yang bermakna. Dari analisis multivariat ternyata terdapat hubungan secara signifikan antara kompetensi dan lama kerja, serta pendidikan. Hubungan tersebut juga menunjukkan adanya interaksi antara lama kerja dan pendidikan.Karena Puskesmas yang digunakan dalam penelitian ini hanya satu, maka perlu dilakukan penelitian terhadap Puskesmas lain yang sudah melakukan standarisasi tersebut untuk mendapatkan data lain yang mungkin lebih penting.

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In order to render services with higher quality to the public, Dinas Kesehatan DKI Jakarta made efforts to implement the ISO Standard for Puskesmas since 2002. Changes in the organizational management has been made oriented to quality as expected by the customers but still in line with the valid regulations. Since this standard is going to be applied for all Puskesmas, this research was done to evaluate how far the implementation will affect the competencies of employees. This study was done on Puskesmas Kramat Jati and Puskesmas Cengkareng as control.

The method used in this study was quasi experimental using pretest - posttest design. One hundred and sixty one employees took part in the study. Every one was asked to complete a questionair regarding 9 factors of competencies: focus on customer, performance oriented, effective communication, process innovation and improvement, willingness to adapt to changes, information technology, organizational management, team work, and self improvement. The collected data were then analized statistically; Wilcoxon's test was used for the group given intervention to compare data before and after intervention. Then Mann-Whitney's test was used to compare data between the group given intervention and the group without intervention (control group).

Results showed that there is a significant difference between the group given intervention and the control group, especially in focus on customer needs, performance oriented, effective communication, process innovation and improvement, and team work. No significant difference was found on the other factors, willingness to adapt to changes, information technology, organizational management, and self improvement. Multivariate analysis showed that there is a significant correlation between competencies, experience, and educational background. This also means that there is an interaction between experience and educational background.

Since only one Puskesmas was used in this study, further study should be done using more Puskesmas which already have applied the ISO standard in order to get more justifiable data which might be more important."

"Pelayanan gawat darurat merupakan upaya penaggulangan terhadap keadaan yang gawat dan darurat di bidang kesehatan, yang dilaksanakan kepada individu atau kelompok masyarakat yang berada dalam keadaaan gawat atau akan menjadi gawat dan terancam jiwanya. Upaya penanggulangan ini dilaksanakan secara cepat dan tepat, sehingga dapat menolong jiwa si penderita sehingga terhindar dari kematian dan kecacatan. Dalam pelaksanaan pelayanan gawat darurat Dinas Kesehatan Propinsi DKI Jakarta berperan sebagai regulator, yang mengatur mekanisme, arah kebijakan dan pedoman-pedoman pelayanan, suku dinas di tingkat kotamadya berperan sebagai auditor yang melaksanakan fungsi pembinaan, pengawasan dan pengendalian terhadap pelaksanaan pelayanan dan puskesmas berperan sebagai operator yang melaksanakan kegiatan-kegiatan pelayanan di puskesmas dan di luar gedung puskesmas. Penelitian ini bertujuan untuk mengetahui kinerja petugas pelayanan gawat darurat dan factor-faktor yang berhubungan dengan kinerja petugas pelayanan gawat darurat, dengan menggunakan desain Cross Sectional. Yang dilaksanakan di Puskesmas di Wilayah Kota Madya Jakarta Barat tahun 2003. Pengumpulan data dilakukan dengan wawancara dan observasi. Hasil penelitian diperoleh bahwa sebagian besar petugas dengan kinerja buruk dan ada faktor-faktor yang berhubungan yaitu: pendidikan, pelatihan, imbalan dan pembinaan. Dari hasil penelitian ini disimpulkan bahwa pendidikan, pelatihan, imbalan dan pembinaan berhubungan dengan kinerja petugas pelayanan gawat darurat. Dan 96 responden diperoleh gambaran kinerja 18 responden kinerjanya baik (18,8%) dan 78 responden kinerjanya buruk (81,2%). Yang memiiikli pendidikan perguruan tinggi (PT) sebanyak 57 responden (59,4%) danSLTA 39 responden (40,6%), 58 responden (60,4%) sudah pernah dilatih dan 38 responden (39,6%) belum pernah mendapat pelatihan. Dari 96 responden 38 responden memperoleh imbalan yang baik (72,9%), dan 58 responden (27,1%) memperoleh imbalan yang buruk, yang memperoleh pembinaan baik sebanyak 33 responden (34,4%) dan yang memperoleh pembinaan yang buruk sebanyak 63 responden atau (65,6%). Dan berdasarkan ini pula disarankan agar upaya-upaya perbaikan kinerja lebih mengutamakan 4 faktor di atas. Faktor pendidikan lebih berorientasi kepada kesempatan untuk mengikuti jenjang pendidikan yang lebih tinggi, melalui proses izin belajar atau tugas belajar dengan perencanaan anggaran yang matang. Faktor pelatihan dilaksanakan secara intensif melibatkan semua petugas pelaksana pelayanan gawat darurat. Imbalan diberikan berupa materi dan penghargaan mengingat kualifikasi dan sifat tugas yang dilaksanakan. Seharusnya pembinaan dari atasan langsung dalam bentuk pertemuan-pertemuan teknis dilaksanakan secara rutin dan berkesinambungan.

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Emergency services represent the handling efforts toward the critical and emergent condition in health area, performed to the individual or community group which are in critical condition or about to become critical and their lives are threatened. This handling effort carrier out fast and accurately, so it can help the lives of the patients so they can be prevented from the death and disability.

In performing the emergency service the Health Agency of Greater Jakarta province plays a role as regulator, regulating the mechanisms, the direction of the policies and the service guidelines, the sub agencies in municipal level play a role as auditor conducting the functions of development, supervision, and controlling toward the service implementation and the public health center plays a role as an operator undertaking the service activities mot; public health center and outside the public health enter.

This research is aiming to know the emergency service officers' performance and factors related to the emergency service officer's performance, by using Cross Sectional design. Performed at public health in West Jakarta Municipality area in 2003. The data collection was performed by interview and observation.

The research found that majority of the officers with the bad performance and there were factors related factors namely education, training, reward, and development. From this research results it is concluded that education, training, reward and development relate to the emergency service officers' performance.

From 96 respondents is obtained the performance picture of 18 respondents with good performance (18.8%) and 78 respondents with bad performance (81.2%). Those with college education is 57 respondents (59.4%) and < Senior High School education 39 respondents (40.6%), 58 respondents (60.4%) have been trained and 38 respondents (39.6%) have never been trained. From 96 respondents, 38 respondents obtain good compensation (72.9%) and 58 respondents (27.1%) obtain bad compensation, as for those having good education are 33 respondents (34.4%) and those having bad education are 63 respondents or 65.6%.

And based on these also it is suggested in order that the performance improvement efforts are more to prioritize the above factors. The educational factor is more oriented to the opportunity to attend the higher education, thorough learning permit process or learning assignment by mature budget planning. The training factor held intensively involving all the emergency service officers. The reward was given in form of material and appreciation considering the qualification and the nature of the duties they carry out. It should be the development from the superiors directly in form of the technical meeting held routinely and sustainable."

"Program penanggulangan tuberkulosis paru mempunyai tujuan untuk menurunkan angka kesakitan dan angka kematian akibat penyakit tuberkulosis dengan cara memutuskan mata rantai penularan, sehingga tidak merupakan masalah lagi bagi kesehatan masyarakat Indonesia. Untuk mendeteksi dan mengobati tuberkulosis, strategi pengobatan yang dianjurkan oleh WHO adalah dengan penerapan DOTS (Direct Observe Treatment Shartcourse). Dalam DOTS tersebut faktor pencatatan dan pelaporan merupakan strategi yang penting dalam pemantauan dan evaluasi program penanggulangan tuberkulosis. Suskesnya strategi ini sangat bergantung kepada perilaku dan sikap dari petugas kesehatan yang melakukan pencatatan dan pelaporan. Tujuan penelitian ini adalah untuk memperoleh gambaran tentang faktor-faktor yang berhubungan dengan kinerja pelaksana program tuberkulosis dalam upaya pencatatan laporan TB-01 di Puskesmas. Penelitian ini menggunakan disain cross-sectional dengan pendekatan kuantitatif dan kualitatif dengan menggunakan jumlah responden seluruh petugas pelaksana tuberkulosis di puskesmas wilayah Jakarta Selatan. Pengumpulan data dilakukan dengan melakukan pemeriksaan data sekunder laporan pencatatan TB-01, dan kemudian dilakukan wawancara mendaiam kepada 7 orang petugas TB puskesmas untuk memperkuat hasil penelitian. Hasil penelitian memperlihatkan bahwa kinerja mayoritas petugas pelaksana program tuberkulosis dengan rata-rata usia 44,5 tahun dan tingkat pendidikan rata-rata SLTA/SMK serta lama masa kerja lebih dari 5 tahun, adalah baik, namun kinerja 44,7% petugas tuberkolusis adalah buruk. Faktor-faktor yang diteliti untuk mengetahui hubungan dengan kinerja petugas pelaksana program tuberkulosis adalah umur, pendidikan, lama kerja, motivasi, kepemimpinan, supervisi, imbalan dan sarana. Sedangkan faktor-faktor yang paling berhubungan dalam menentukan kinerja petugas program tuberkulosis dalam pencatatan laporan TB-01 adalah supervisi. Hasil penelitian menyimpulkan bahwa kinerja petugas pelaksana program tuberkulosis berimbang antara petugas yang berkinerja baik dan buruk. Adapun faktor-faktor yang berhubungan dengan kinerja petugas adalah pelatihan, motivasi dan supervise. Sedangkan faktor yang paling berhubungan dengan kinerja petugas adalah supervise kemudian motivasi. Dengan melihat kesimpulan penelitian ini, maka disarankan bagi puskesmas untuk meningkatkan kinerja petugas dengan cara membuat dan melaksanakan standar operasionai baku, meningkatkan pembinaan, kerjasama tim dan memberikan penghargaan atas prestai kerja kepada petugas, selain juga memperbaiki kualitas pencatatan laporan dengan siklus PDCA. Adapun untuk Suku Dinas Kesehatan Masyarakat disarankan untuk memfasilitasi pertemuan berkala guna meningkatkan kualitas pencatatan, meneruskan pelatihan petugas secara berkelanjutan dan selalu melaksanakan program studi banding untuk meningkatkan kualitas. Sedangkan untuk Dinas Kesehatan, disarankan agar sosialisasi kebijakan-kebijakan yang berkaitan dengan strategi DOTS tetap dinformasikan keseluruh UPK dan guna meningkatkan kualitas informasi suatu Sistem Informasi Kesehatan yang dapat diakses oleh seluruh UPK agar secepatnya dapat diselesaikan.

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The aim of the lung tuberculosis prevention program was to reduce the mortality or sickness number caused by tuberculosis by way of cutting off the chain infection, in order to reduce the people healthcare problem in Indonesia. To detect and cure the tuberculosis, the cure strategy recommended by the WHO is implementing the DOTS (Direct Observe Treatment Short course). The reporting and report writing in DOTS was the important strategy in observing and evaluating tuberculosis prevention program. The success of this strategy relies on the behavior and attitude of the health officers who report and do the writing of the report.

The purpose of this research is to obtain understanding on factors related with the performance of tuberculosis program's officers in the Puskesmas TB-01 report writing. This research was using a cross-sectional design with qualitative and quantitative approach with respondent were the entire tuberculosis officers at the South Jakarta's Puskesmas. Data collections were carried out by examining the secondary data on TB-01 report writing, and followed by in-depth interview to 7 officers to verify the examination results.

The research shown that majority performance of tuberculosis program officer which average age were 44.5 years old and high school level of education and with length of service of 5 years was excellent, however the performance of 44.7% of the tuberculosis program officer were unsatisfactory. Factors examined from measuring the tuberculosis program officer's performance were age, education, length of service, motivation, leadership, supervision, rewards-recognitions and facilities. However, factor which related most with tuberculosis program officer's performance in TB-O1 report writing was supervision.

Research results summarized that the tuberculosis program officer's performance were balanced between excellent and unsatisfactory performers. Factors related to officer's performance were training, motivation and supervision, but the dominant factors in officer's performance were supervision followed by motivation. Looking into the results summaries, it is therefore suggested that the Puskesmas should improved officer's performance by way of developing and implementing the standard operational procedures, increased activities in supervision and team works, giving rewards and recognition to officers' performance, as well as to improve the quality of report writing using a PDCA cycle.

As to the District Public Health, it was suggested to facilitated regular meeting to improve the officers' report writing quality, continue the sustainable training for officers and carrying out the comparative study exercise for performance improvement. For the Province Health Office, it was suggested that it continues the policy related to the DOTS' implementation be informed to every Health Services Units and to improve the information quality, a Health Information System which can be access by every Health Services Units be developed quickly."

"Petugas fiksasi sputum BTA di Puskesmas Satelit merupakan tenaga yang sangat menentukan dalam keberhasilan dalam penemuan kasus TB di masyarakat dan sebagai salah satu pilar dari DOTS dalam penanggulangan penyakit TB di lingkungan wilayah Kotamadya Jakarta Barat. Oleh karena itu petugas fiksasi di Puskesmas Satelit perlu ditingkatkan ketrampilan dan kinerjanya agar dapat mendukung kemajuan program penanggulangan TB Paru. Tolok ukur kinerja adalah cakupan slide yang dibuat dalam kurun waktu satu tahun. Masih rendahnya cakupan pemeriksaan slide sputum BTA menunjukkan kinerja petugas fiksasi di Puskesmas Satelit masih sangat rendah.Tujuan dari penelitian ini adalah diperolehnya informasi tentang kinerja petugas fiksasi sputum BTA di Puskesmas Satelit (PS)di Wilayah Kotamadya Jakarta Barat dan mengkaji faktor- faktor yang mempengaruhi kinerja petugas fiksasi di Jakarta Barat. Faktor-faktor tersebut adalah persepsi peran, sikap, pelatihan, motivasi, sumber daya, imbalan, pembinaan,tugas rangkap dan kepemimpinan.Penelitian ini menggunakan rancangan cross sectional dan kualitatif. Sampel dari penelitian ini adalah sebanyak 51 orang petugas fiksasi sputum BTA di Puskesmas Satelit (PS) yang ada Wilayah kotamadya Jakarta Barat.Data yang dikumpulkan merupakan data primer dan sekunder yang dilakukan pada bulan 14 November sampai 15 Desember 2001.Hasil penelitian menunjukkan bahwa kinerja petugas fiksasi sputum BTA di Puskesmas satelit di Wilayah Jakarta Barat sangat rendah yaitu 21%. Faktor persepsi peran, sikap, imbalan , pembinaan, tugas rangkap dan kepemimpinan mempunyai hubungan yang bermakna dengan kinerja petugas fiksasi sputum BTA di Puskesmas Satelit di Wilayah Jakarta Barat.Penelitian ini menyarankan agar pembinaan dan pemberian imbalan yang cukup diberikan kepada petugas, guna meningkatkan angka penemuan kasus TBC di masa mendatang.

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Determinants Recitation of the Sputum Smears Acid Bacilli Workers Performance on Satellite Community Health Centers in West Jakarta in the Year 2001The sputum smear acid bacilli workers at satellite community health center are very important personnel in achievement of P2TB program in the work area of West Jakarta. Therefore, the workers must be skillful and have a good performance. The performance standard of the sputum smear workers is the coverage of slide have done during a year as apart of TB diagnosed and management of TB therapy.The low level of the coverage slides have done by the workers during a year, have not indicate a good result, in other words, the performance of the Satellite Community Health Center is not good yet.The purpose of this research is to obtain information regarding the performance of the satellite community health center workers and factors related to the performance of PS sputum smear acid bacilli workers in West Jakarta. The factors are perception role, attitude, training, motivation, resources, rewards, guidance, work load and leadership.This research used the "Cross Sectional? and qualitative design. Sample of this research at the PS sputum smear workers that are available in West Jakarta namely 51 workers.The data collected are primary and secondary and it was conducted from November 14 to December 15, 2000.The result indicates that the PS workers in West Jakarta who have a good performance are only 21 %. The factors such perception, attitude, reward, guidance, work load and leadership have significant relationship with the performance of the satellite community health center workers.These researches suggest the guidance needs to be done better and giving incentives in order to increase finding a new TB Cases."

"Dinamika organisasi senantiasa mengalami pasang surut dalam membawa aspirasi dan tuntutan baru dari komunitasnya seiring dengan pemenuhan kebutuhan untuk mewujudkan kualitas kehidupan yang lebih baik sesuai tujuan organisasi. Untuk mencapai tujuan organisasi diperlukan sumber daya manusia yang tangguh, berkualitas atau sesuai kompetensi yang dibutuhkan. Bentuk dan wujud sumber daya manusia yang ingin dicapai organisasi bisa tergambar dalam misi pengembangan sumber daya manusia suatu organisasi. Guna mewujudkan pengembangan kompetensi SDM dibuatlah penelitian dengan judul Analisis Pengaruh Pencanaan Karir dan Pelatihan Pada Peningkatan Kompetensi SDM Organisasi.Penelitian ini ditujukan pertama untuk mengetahui pengaruh pelatihan pada peningkatan kompetensi SDM Organisasi. Kedua mengetahui pengaruh peningkatan kompetensi SDM organisasi pada perencanaan karir dan yang ketiga mengetahui bentuk pengembangan Individu yang dominan dalam menunjang peningkatan kompetensi SDM organisasi.Jenis penelitian yang dilakukan adalah penelitian penjelasan (penelitian eksplanatori). Penelitian ini dilaksanakan pada kantor Meneg PPN/Bappenas dengan populasi dan sampel karyawan Bappenas dengan pendekatan purposive sampling. Teknik pengolahan data dilakukan dengan menggunakan SPSS dan analisa data ada dua analisis yaitu analisis korelasi Spearmen's rho dan analisis conjoint.Hasil penelitian didapatkan pengembangan peningkatan kompetensi yang dilakukan oleh kantor Meneg PPN/Bappenas didapatkan melalui analisa korelasi Spearmen's rho memperlihatkan bahwa pelatihan mempunyai hubungan dan pengaruh sangat nyata atau signifikan positif terhadap peningkatan kompetensi dengan tingkat hubungan yang kuat. Sedangkan hasil uji yang didapatkan melalui analisa korelasi peningkatan kompetensi pada perencanaan karir mempunyai hubungan dan pengaruh sangat nyata atau signifikan positif terhadap dengan tingkat hubungan yang sedang. Para karyawan Kantor Meneg PPN/Bappenas berpandangan bahwa variabel perilaku menjadi perhatian penting untuk menciptakan kultur terciptanya iklim kerja yang berorientasi pada etos kerja dan produktivitas yang tinggi.Dari hasil penelitian tersebut dihasilkan beberapa rekomendasi yang pertama adalah pengembangan perencanaan karir harus memperhatikan pilihan proses karir yang diharap dapat meningkatkan rasa tanggungjawab pada pengembangan kompetensi SDM guna memacu kinerja organisasi. Kedua pelaksaaan pelatihan dilanjutkan dengan evaluasi hasil pelatihan yang sungguh-sungguh secara berkesinambungan dan yang ketiga adalah perhatian dalam perencanaan karir dan pelatihan diharapkan memprioritaskan variabel perilaku. Hal ini disebabkan masalah perilaku sangat membantu menyelasaikan tugas pada organisasi birokrasi yang menuntut menjaga sifat, keteraturan, tanggung jawab pelayanan kepada masyarakat.

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Organizational dynamics ever experience of ebb in bringing new demand and aspiration from its community along with accomplishment of requirement to realize the quality of better life according to target of organization. To reach the target of organization needed by some Taft human resource, with quality or according to required competence. Human resource form, which is to be reached by organization, can be drawn from human resource development vision in organization. Utilize to realize human resource competence development, so we made research with title serial Analysis Influence From Training At Increasing Competence Of Organizational Continued To Planning Career.

This research aim first one is to know training influence at increasing competence. Second knowing influence of increasing competence at career planning and the third knowing dominant Individual development form in supporting increasing competence in human resource.

This research type taken was research of clarification (explanatory research). This research is executed at the office Minister of National Planning Development/Board of National Planning Development (Bappenas). Bappenas employees as population and sampel with approach of purposive sampling. Data processing technique done by SPSS and in data analysis there is two analyses that are Spearmen's rho correlation analysis and conjoint analysis.

Result of this research are increasing competence development office Minister of National Planning Development/Bappenas processed by Spearmen's rho correlation analysis show that training have influence and relation very real or positive significant to increasing competence with strong relation. While result of the test form correlation analysis of increasing competence at Planning career have show influence and relation very real or positive significant. Office Minister of National Planning Development/Bappenas employees percept that behavioral variable become important attention to create working climate such creation culture which are good for ethos work and high productivity.

From the research result above there were some recommendation, the first in career planning development have to pay attention choice process that can be used to increase responsibility at human resource development. The second in training implementation must be carry on with evaluation result of training which seriously chronically and third once is in the planning career and training must be pay attention to behavioral variable as priority. This matter can be helpful to help finishing task at bureaucratic organization that demand to take care personal activities, organize, responsibility to serve the society."

"Sejalan dengan perubahan lingkungan yang terjadi sebagai lembaga yang menetapkan kebijakan manajemen kepegawaian dituntut untuk memiliki kinerja yang tinggi dan professional dalam pelaksanaan tugasnya. Kinerja pejabat struktural dipengaruhi oleh banyak faktor, diantaranya adalah faktor kompetensi dan motivasi.Penelitian ini bertujuan untuk mengetahui hubungan kompetensi dan motivasi dengan kinerja pejabat struktural di BKN. Metode penelitian yang digunakan deskriptif kuantitatif dan dengan menggunakan 117 orang pejabat struktural sebagai sampel penelitian. Teknik pemilihannya menggunakan purposive sampling terhadap pejabat struktural eselon I, II, III, dan IV.Teori yang digunakan untuk mengkaji penjelasan rasional dan logis tentang faktor-faktor yang diteliti serta keterkaitannya, mengacu pada.teoriteori dan konsep tentang kinerja, kompetensi dan motivasi. Mengenai faktor kinerja mengacu pada pendapat Bache dalam Timpe (1992), Armstrong (1994), Kaplan dan Norton (1996), Gomez (1998), Bacal (1999), Bateman dalam Timpe (2000). Mengenai faktor kompetensi mengacu pada pendapat-pendapat yang ditemukan oleh Boyatzis (1982), Woodruffe (1992), Spencer and Spencer (1993), Armstrong (1994), Alain Mitrani (1995). Mengenai faktor motivasi mengacu pada pendapat Nadler dan Lawler III (1977), Nitisemito (1989), Hasibuan (1994), As'ad (1995), Bittel dan Newstorm (1996), Robbins (1996), Mitchell (2000), Herzberg (2001), Sulistyani dan Rosidah (2003).Untuk pengumpulan data primer digunakan kuesioner tertutup dan setiap penelitian berisi sejumlah pertanyaan yang telah disusun sedemikian rupa dengan menggunakan skala Likert. Analisis data dilakukan dengan menggunakan teknik analisis Rank Spearman untuk mengetahui koefisien korelasi dari faktor-faktor yang diteflti.Hasil penelitian menunjukkan bahwa : (1) untuk pejabat structural terdapat hubungan yang positif dan signifikan antara kompetensi dengan kinerjanya; (2) terdapat hubungan yang positif dan signifikan antara motivasi pejabat struktural dengan kinerjanya; (3) terdapat hubungan yang positif dan signifikan antara variabel kompetensi dan motivasi dengan kinerja pejabat struktural. Dari hasil analisis faktor diketahui bahwa ada 7 (tujuh) faktor dominan terhadap hubungan kompetensi dan motivasi yang mempengaruhi kinerja pejabat struktural. Untuk lebih meningkatkan kinerja pejabat struktural, kepada pimpinan BKN disarankan untuk : (1) merumuskan dan mengkomunikasikan uraian jabatan, tujuan dan target yang ingin dicapai dari setiap pekerjaan; (2) menetapkan standar kompetensi individu bagi setiap jabatan, sehingga diperoleh pegawai yang sesuai kemampuannya dengan standard jabatan yang ditetapkan; (3) menciptakan sistem penilaian kinerja yang obyektif dan dapat memberikan tindak lanjut bagi pengembangan kompetensi dan memberikan motivasi bagi pejabat struktural.

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Correlation Between Competence And Motivation With Structural Officer's Performance At State Personnel AgencyAlong with environmental changing which is happening nowadays, State Personnel Agency as an institution that determines personnel management policies is demanded to perform high and professional performance in its duties. Structural officer's performance is influenced by many factors, one of them is competence and motivation factor.The research is aimed at identifying correlation between competence and motivation with structural officer's performance at State Personnel Agency. Research method applied descriptive quantitative and selected 117 structural officers as research samples. Its selection technique used purposive sampling from structural officers from echelon I, II, III and IV.The theories operated to study rational and logical description about factors in research and its relation refer to theories and concepts about performance, competence and motivation. Regarding performance factor, it refers to Bache in Timpe (1992), and Armstrong (1994), Kaplan and Norton (1996), Gomez (1998), Bacal (1999), Bateman's notion in Timpe (2000). Regarding competence factor, referring to ideas found out by Boyatzis (1982), Woodruffe (1992), Spencer and Spencer (1993), Armstrong (1994), and Alain Mitrani (1995). Regarding motivation factor, referring to ideas from Nadler and Lawler III (1977), Nitisemito (1989), Hasibuan (1994), As'ad (1995), Robbins (1996), Bittel and Newstorm (1996), Mitchell (2000), Herzberg (2001), Sulistyani and Rosidah (2003).Closed questionnaire has been applied in primary data collection, and each questionnaire form contains some questions which are designed in such a way using Likert scale. Data analysis has been performed with using Rank Spearman analysis technique to find out correlation coefficient of studied factors.Research output indicates that: (1) Among structural officers, there is a positive and significant correlation between competence and their performance; (2) there is a positive and significant correlation between motivation and their performance; (3) there is a positive and significant correlation between competence and motivation variables with their performance. According to factor analysis result, it is identified that there are 7 (seven) dominant factors in with competence and motivation affect structural officer's performance.In order to improve structural officer's performance, it is suggested to Chief of State Personnel Agency to: (1) formulate and communicate job description, objective and target in each work; (2) set individual competence standard in each respective position, so that it may attain employee which is qualified for the determined position standard; (3) create objective performance appraisal system and may deliver follow-up actions for competence development and motivation to structural officers."

"Program orientasi berbasis kompetensi merupakan metode dalam program orientasi perawat baru. Penelitian descriptive correlational secara cross sectional bertujuan menganalisis hubungan program orientasi berbasis kompetensi dengan kinerja perawat baru di rawat inap RS. Husada Jakarta. Hasil penelitian pada 58 perawat baru di RS. Husada didapatkan perawat baru mempersepsikan kompetensi interpersonal baik (72,4%), kompetensi teknis baik (53,4%), kompetensi berpikir kritis baik (58,6%). Kinerja perawat baru mempersepsikan baik (72,4%). Analisis menunjukkan ada hubungan antara program orientasi berbasis kompetensi dengan kinerja perawat baru (p value= 0,000, CI: 0,336; 0,696). Variabel dominan berhubungan dengan kinerja perawat baru adalah kompetensi teknis. Kompetensi perawat baru membentuk perawat baru memiliki penampilan kerja.

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Competency-based orientation program is a method of new nurse orientation programs. Research on cross-sectional descriptive correlational aimed to analyze the relationship of competency-based orientation program with the performance of new nurses in a inpatient unit at Husada hospital Jakarta. Results for 58 new nurses in the Husada hospital new nurses get a good view of interpersonal competence (72.4%), good technical competence (53.4%), good competence in critical thinking (58.6%). New nurses to see better performance (72.4%). Analysis showed no relationship between competency-based orientation program with the performance of new nurses (p = 0.000, CI: 0.336, 0.696). The dominant variables associated with the performance of new nurses is technical competencies. Competence of new nurses to form a new nurse has a professional performance so that important programs applied in any orientation of new nurses."

"ABSTRAKKarya kedua dari Panca Karya Husada ialah pengembangan tenaga kesehatan. Karya ini bertujuan untuk meningkatkan upaya pemabangunan dan pembinaan tenaga kesehatan, dimana salah satu programnya adalah pendidikan dan latihan tenaga kesehatan.Untuk melaksanakan semua kegiatan diwilayah kerjanya, Puskesmas memerlukan tenaga pelaksana terutama Dokter Puskesmas yang rela bekerja dengan penuh pengabdian dan dedikasi tinggi, karena Puskesmas sebagai ujung tombak Pembangunan kesehatan Masyarakat, mempunyai peranan penting dalam upaya pelayanan kesehatan secara merata pada seluruh lapisan masyarakat, untuk menaikan status kesehatan penduduk umumnya dan kelompok rentan khususnya yaitu bayi, anak balita, ibu hamil dan ibu menyusui .Oleh sebab itu diperlukan pimpinan Puskesmas yang profesional dan tangguh sehingga mampu mengusai tehnologi kesehatan untuk mengelola program kesehatan sesuai tugas dan tanggung jawabnya. Untuk mencapai hal itu salah satu caranya adalah melalui pelatihan, yaitu pelatihan "Teknis Fungsional terpadu bagi Dokter Puskesmas".Apakah ada pengaruh pelatihan tersebut terhadap kinerja Dokter Kepala Puskesmas, apakah ada perbedaan kinerja Dokter Kepala Puskesmas tersebut dalam mengelola program Puskesmas sebelum dan sesudah pelatihan.Penelitian ini merupakan studi analitik terhadap data sekunder dari evaluasi pelatihan "TF terpadu bagi Dokter Puskesmas tahun 1993/1994".Disainnya adalah pre test - post test satu group (praeksperimen), tidak memakai kontrol dengan yang tidak mendapat pelatihan, analisis dilakukan dengan analisis persentase dan uji Mc Nemar.Penelitian dilakukan terhadap 37 Dokter Kepala Puskesmas yang telah mendapat pelatihan TFT bagi Dokter Puskesmas peride 1993/1994 yang tersebar di 6 propinsi (Sumut, Lampung, Jatim, Kalsel, NTB dan Sultra).Hasil penelitian menyimpulkan bahwa dengan analisis persentase dan uji Mc Nemar ada perbedaan yang bermakna kinerja Dokter Kepala Puskesmas dalam mengelola Puskesmas setelah mendapat pelatihan baik dalam perencanaan, penggerakan pelaksanaan pada staf Puskesmas utaupun pencapaian target cakupan program KB-kes, walaupun tidak ada perbedaan yang bermakna dalam penggerakan kerjasama lintas sektoral, cakupan akseptor KH aktif dan cakupan akseptor menggunakan metode ,kontrasepsi efektif terpilih (MKET) setelah mendapat pelatihan.Peneliti mengemukakan beberapa saran yaitu masih perlu diadakan pelatihan manajemen bagi Dokter Puskesmas karena ini merupakan modal berharga juga untuk meningkatkan kinerja Puskesmas. Dan masih perlu dilakukan penelitian lanjutan dengan kerangka konsep yang sama, yang dilengkapi rancangan memakai kontrol dengan yang tidak mendapat pelatihan, sampel dan daerah penelitian lebih luas untuk menggali lebih dalam mengenai faktor-faktor lain yang berhubungan dengan kinerja Dokter Puskesmas selain darifaktor pelatihan.

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ABSTRACT

The second karya of Panca Karya Husada in developing on health manpower. This karya aims to promote the effort of building and train health manpower, where one of its program is education and training on health manpower.

For implementing all of these activities in its work areas, health center needs manpower especially Medical Doctor of health center who is ready to work and high dedication, because health center and atop of spear of developing of public "health, has an important role on the effort of giving service on health spreadly for all of the degrees of public to raise the status of health of population in general and group of sensitive especially baby and infant wades five years old, pregnant woman and maternal breastfeeding.

There for it needs leader of health center which is professional and strong. So that capable with health technological for implementing health program in line with its duty and responsibility. In order to get all of those above one of the way is through the training that is training on technical of integrated functional for medical doctor of health center.

Is in either there is an influence of the training to the performance improvement planning for Medical Doctor of health of health center, on there is a difference about the performance improvement planning of the Medical Doctor of head of health center in carrying out the program on health center before and after the training.

This research is analysis study to the secondary data of evaluation of the training technology of functional 93/94. The design is pre-post test one group (pra experiment) not using control with one which has not yet been trained, analysis is done with analysis percentage and Hc.Nemar.

The research is done to the 37 Medical Doctor of Head of Health center who have trained of that training in the period of 1993/94 spread through the 6 provinces (North Sumatra, Lampung, east Java, South Kalimantan, West Nusa Tenggara and South East Sulawesi). The result of research concludes that by using percentage analysis and McNemar. There is a meaningful) of difference of Performance Improvement Planning for Medical Doctor of Head of Health Center in carrying out Health Center after They have been mained in planning, encouraging The implementation to the staff of Health Center and getting the coverage target of Health Family Planning Program, although there is a meaningful difference in the encouraging of working together in the Lintas Sektoral, coverage of examined pregnant woman and coverage of acceptor by using method of selected effective contraception of ten they have been trained.

Researcher suggest that is steel needed the advance research by using the several scheme of concept, to equip the planning with whom have not been trained yet, sample and research area which is larger in order to get more about the factors related with Performance Improvement Planning of Doctor of Health Center except other of training factor."

"Pelatihan Pratugas dokter/dokter gigi PTT merupakan program pelatihan prajabatan khusus, yang diselenggarakan oleh Bapelkes Pekanbaru. Pelatihan tersebut wajib diikuti oleh seluruh dokter umum maupun dokter gigi PTT yang akan melaksanakan masa bhakti. Didalam pelatihan pratugas ini dokter/dokter gigi PTT mendapatkan materi dasar, materi inti dan materi penunjang. Manajemen Puskesmas merupakan materi inti dari pelatihan ini dan dianggap yang paling panting dalam mencapai tujuan pelatihan. Pelatihan pratugas dokter/dokter gigi PTT yang dimulai sejak tahun 1992 di Balai Pelatihan Kesehatan Pekanbaru namun sampai saat ini pelaksanaan pelatihan yang dilakukan belum pernah dievaluasi pada saat pasta pelatihan sehingga tidak diketahuinya data tentang penerapan hasil pelatihan.Penelitian ini dilakukan untuk memperoleh informasi tentang efektivitas pelatihan pratugas, kompetensi dokterldokter gigi PTT yang meliputi pengetahuan, sikap dan keterampilan dalam pelaksanaan manajemen Puskesmas. Disamping itu untuk melihat peran serta dokter/dokter gigi PTT dalam manajemen Puskesmas serta hal - hal yang mendukung dan menghambat pelaksanaan manajemen Puskesmas oleh dokterldokter gigi PTT.Penelitian ini menggunakan pendekatan kualitatif melalui wawancara mendalam, observasi dan tes objektif terhadap informan dokter/dokter gigi PTT. Sebagai triangulasi sumber dilakukan wawancara mendalam dengan informan lainnya yaitu kepala Puskesmas, dokter Puskesmas, staf Puskesmas dan kepala seksi Puskesmas Dinas Kesehatan Kota.

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Pre-employment training for contracted doctor/dentist is a special pre-employment training program that held by Bapelkes (Health Training Center) of Pekanbaru City. The training compulsory obligation for all contracted doctor and dentist who will conduct their duty. In this pre-employment training, they obtain basic, core, and supporting subjects. Management for health center is a core subject in this training and the most important part to aim the objective of the training. Pre-employment training which started since 1992 in Bapelkes of Pekanbaru, have never been evaluated, so the data of training implementation result is still undiscovered.

This study was conducted to obtain the information about effectiveness of the pre-employment training, competency of contracted doctor/dentist encompassing the knowledge, attitude, and skill in managing health center. Beside that, the study was conducted to know the participation of contracted doctor/dentist in management for health center and other things that supports and delays the implementation of management for health center.

This study used qualitative approach through in-depth interview, observation, and objective test with contracted doctors and dentists. As source triangulation, it was conducted in-depth interview to other informants: the head of health center, health center doctor, health center staff, and head of center health division from Health Office of Pekanbaru City. Document tracing was also conducted to the tools of management for health center: document of health center level planning, health center mini workshop, and health center stratification. Data processing was made in matrix form that gained from transcript of in-depth interview and objective test result. Content analysis was conducted to analyze the contents according to topic and then conducted the identification became several topics.

The result of study showed that pre-employment training was very useful in supporting the task of contracted doctor/dentist in health center, particularly in implementing management for health center. The evaluation of doctor's/dentist's competency in management for heath center showed the fairly result. The highest score was obtained by health center level planning followed by health center stratification and health center mini workshop. The attitude of contracted doctor/dentist showed positive attitude, which described by work discipline, leadership, teamwork, and initiative. Their skill in doing management for health center was good enough. It could be seen from their way in filling the forms of MP in PTP. Most of them could fill the forms well and completely. Most of doctor 1 dentist bad participate in management for health center : health center level planning, health center stratification, and health center month workshop.

It is recommended to the Health Office to review the implementation of management for health center accurately and the policy of implementation of health center mini workshop, and also to do capacity building for contracted doctor/dentist_ Recommendation to the health center is to give the chance for contractor doctor/dentist participating in managing health center such as making job description, and giving technical assistance. It is also recommended to Bapelkes of Pekanbaru to review the curriculum of pre-employment training by coordinating with the Health Office and health center.

References: 45 (1989-2002)"