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"Skripsi ini membahas tentang pelaksanaan rekrutmen dan seleksi untuk calon tenaga medis dan calon tenaga kesehatan di Klinik Fullerton Health Jakarta, untuk mendapatkan calon tenaga medis dan calon tenaga kesehatan sesuai dengan kompetensi yang diinginkan. Klinik Fullerton Health ini kesulitan untuk mendapatkan calon tenaga medis dan calon tenaga kesehatan yang sesuai dengan kualifikasinya. Pada Januari - Maret 2024 ini terdapat 323 pelamar, akan tetapi yang diproses untuk tahap interview hanya 18 kandidat. Desain penelitian ini menggunakan studi kasus dengan menggunakan pendekatan kualitatif yang bersifat deskriptif yang diperoleh dengan cara wawancara mendalam, telaah dokumen dan observasi. Penelitian ini menunjukkan bahwa pelaksanaan rekrutmen dan seleksi untuk calon tenaga medis dan calon tenaga kesehatan di Klinik Fullerton Health Jakarta sudah berjalan dengan baik walaupun masih terdapat beberapa proses yang belum optimal dan disarankan untuk menambahkan Platform lowongan kerja yang lain dari yang biasa digunakan untuk memasarkan lowongan pekerjaan, bekerjasama dengan berbagai universitas atau lembaga pelatihan dengan cara magang, job fair dan lulusan terbaik, kemudian melakukan uji coba karyawan dan membuat pemasaran lowongan pekerjaan yang lebih menarik.

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The Study analyzed the implementation of recruitment and selection for prospective medical personnel and potential health workers at the Fullerton Health Jakarta Clinic, to obtain prospective medical personnel and prospective health workers according to the desired competencies. The Fullerton Health clinic is having difficulty finding prospective medical staff and prospective health workers who match their qualifications. In January - March 2024 there were 323 applicants, but only 18 candidates were processed for the interview stage. This research design uses a case study using a descriptive qualitative approach obtained by in-depth interviews, document review and observation. This research shows that the implementation of recruitment and selection for prospective medical personnel and potential health workers at the Fullerton Health Jakarta Clinic has gone well, although there are still several processes that are not optimal and it is recommended to add a job vacancy platform that is different from the one usually used to market job vacancies, collaborate with various universities or training institutions through internships, job fairs and the best graduates, then conduct employee trials and create more attractive job vacancy marketing."

"Skripsi ini membahas peran sayap perempuan partai politik dalam pencalonan perempuan sebagai anggota DPR, dengan studi kasus peran Kesatuan Perempuan Partai Golkar (KPPG) dan Garnita Malahayati pada Pemilu tahun 2019. Untuk membahas keterlibatan KPPG dan Garnita Malahayati, penulis menggunakan teori rekrutmen Pippa Norris (2016) yang mencakup tiga tahap, yaitu certification, nomination dan election (tahap penyusunan Daftar Calon Sementara menjadi Daftar Calon Tetap). Penelitian ini menggunakan pendekatan kualitatif dengan wawancara mendalam dan data sekunder. Temuan penelitian ini menunjukan bahwa pada proses certification KPPG dan Garnita Malahayati memiliki perbedaan legalitas dalam menjalankan proses rekrutmen caleg perempuan. Perbedaan ini sangat memengaruhi keterlibatan KPPG dan Garnita Malahayati pada proses berikutnya yaitu nomination dan election. KPPG memiliki peran lebih besar dalam proses pencalonan caleg perempuan karena adanya kebijakan one gate policy. Sementara tidak adanya kebijakan yang khusus diberlakukan untuk perempuan dalam internal partai NasDem, membuat Garnita Malahayati tidak memiliki peran besar dalam proses pencalonan perempuan sebagai anggota legislatif.

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This thesis discusses the role of the Golkar Party Women's Unity (KPPG) and Garnita Malahayati in the nomination of women as members of the Republic of Indonesia DPR in the 2019 elections. Using the recruitment theory of Pippa Norris (2016) this paper will discuss the involvement of KPPG and Garnita Malahayati in 3 processes: certification, nomination and election (the stage of preparing DCS to become DCT). This study used a qualitative approach which was carried out using in-depth interviews. The findings from this study indicate that the process certification KPPG and Garnita have different legalities in carrying out the recruitment process for female candidates. This difference greatly influenced the involvement of KPPG and Garnita Malahayati in the next process, namely nomination and election. KPPG has a bigger role in the process of nominating female candidates because of the one gate policy. There is no specific policy specifically applied to women within the internal party, making Garnita Malahayati not have a big role in the process of nominating women."

"[ABSTRACTSkripsi ini membahas mengenai pelaksanaan dan evaluasi rekrutmen dan seleksi penerimaan CPNS Jalur Khusus di Kementerian Luar Negeri tahun 2014 Rekrutmen dan seleksi ini ditujukan untuk memperoleh para Diplomat yang berasal dari Universitas Negeri di luar Pulau Jawa sebagai salah satu upaya untuk mewujudkan kebhinekaan dalam diplomasi Indonesia Penelitian ini dilakukan secara Post Positivis dengan desain deskriptif Evaluasi dilakukan menggunakan model evaluasi CIPP context input process dan output Hasil penelitian ini menunjukkan bahwa program ini sudah sesuai dengan konteks Kemudian dari aspek input sudah sesuai dengan aturan dan kompetensi hanya saja pada prosesnya terdapat beberapa kendala seperti pemunduran jadwal pelaksanaan sehingga berakibat pada jumlah CPNS yang diterima tidak sesuai dengan target Program ini sudah mengarah pada pencapaian tujuan jangka panjang Kementerian Luar Negeri Sehingga perlu untuk dilanjutkan dengan berbagai perbaikan dan modifikasi dari berbagai aspek yang dibutuhkan

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ABSTRACTThis thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed ;This thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed ;This thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed ;This thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed , This thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed ]"

"Penelitian ini bertujuan untuk menguraikan proses seorang anggota Polri untuk menjadi petugas Bhabinkamtibmas serta menganalisis upaya memaksimalkan peran Bhabinkamtibmas dalam pencegahan terorisme di Polresta Banyuwangi. Penelitian ini memberikan kebaruan konsep dan pemahaman terkait Bhabinkamtibmas yaitu upaya memaksimalkan perekrutan anggota Bhabinkamtibmas dan membangun program pelatihan yang memadai terkait dengan upaya pencegahan terorisme sebagai gangguan keamanan dan ketertiban masyarakat. Kajian ini diharapkan dapat memberikan gambaran terkait proses rekrutmen sesuai konsep manajemen sumber daya manusia sehingga ke depan Bhabinkamtibmas dapat menjadi sumber daya manusia Polri yang unggul yang dapat melaksanakan tugas, fungsi, dan kewenangannya terutama dalam hal deteksi dini. Untuk mengungkap tujuan penelitian ini secara utuh dan obyektif, maka penelitian menggunakan pendekatan kualitatif dengan teknik pengumpulan data menggunakan wawancara mendalam, serta pengumpulan dokumen yang berkait dengan permasalahan penelitian. Adapun penelitian ini dilakukan di wilayah Banyuwangi di mana telah ditemukan fenomena perekrutan “pengantin” atau pelaku bom bunuh diri oleh kelompok transnasional. Hasil penelitian yang dilakukan menunjukkan bahwa: (1) proses rekrutmen Bhabinkamtibmas di Banyuwangi dilaksanakan melalui penunjukan langsung oleh atasan langsung atas kebutuhan organisasi dalam rangka pemenuhan program 1 Polisi 1 Desa; dan (2) Perlunya program pelatihan dan peningkatan kompetensi personal, kompetensi dasar, dan kompetensi manajemen bagi Bhabinkamtibmas. Program pelatihan ini dapat diperluas untuk mencakup fungsi-fungsi intelijen sehingga tugas deteksi dini Bhabinkamtibmas menjadi lebih maksimal sehingga tercipta rasa aman ditengah masyarakat.

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The study aims at detailing the process for a member of Indonesian National Police to be recruited as a Bhabinkamtibmas officer in Banyuwangi and analyzing the efforts of maximizing the role of Bhabinkamtibmas officer in preventing the terrorism within the jurisdiction of Banyuwangi City Resort Police. The current study offers a new concept and understanding pertaining to Bhabinkamtibmas officer namely the efforts of maxizming the recruitment of Bhabinkamtibmas officer and of providing sufficient training programs that are related to the efforts of preventing terrorism as a disturbance to the public order and security. The review within the study is expected to describe the process of recruitment in accordance with the concept of human resources management so that in the future the Bhabinkamtibmas officer can be the excellent human resources who can execute their duty, function and authority mainly in terms of early detection. In order to achieve the objectives of the study through the complete and objective manner, the researcher has adopted the qualitative method with in-depth interview and document study with relevance to the topic of the study. Then, the study is conducted in Banyuwangi where a phenomenon known as “bride” or suicide-bombing candidate recruitment has been found. The results of the study show that: (1) the recruitment of Bhabinkamtibmas officer has been conducted by means of direct appointment by the immediate supervisor based on the organizational needs in meeting the target of the program 1 Police Officer 1 Village; and (2) the competencies that should be improved in the Bhabinkamtibmas officer in conducting their duty, function and authority consist of personal competence, basic competence and managerial competence. The training programs that have been provided can be expanded in order to include the functions of intelligence recalling that intelligence has been very helpful in the conduct of early detection toward the disturbance of the public order and security."

"Penelitian ini dilatarbelakangi oleh pengembangan pelayanan rumah sakit di tahun 2015 maka RS Awal Bros bekasi sangat membutuhkan tenaga keperawatan. RS Awal Bros Bekasi sebagai RS tipe B mempunyai kapasitas 200 tempat tidur dan Bed Occupancy Rate (BOR) 65 - 70 % membutuhkan 134 tenaga keperawatan, Guna mencukupi kebutuhan tenaga keperawatan, RS Awal Bros Bekasi perlu melakukan rekrutmen dan seleksi tenaga keperawatan untuk pengembangan pelayanan rumah sakit. Mengingat pentingnya peran tenaga keperawatan dalam menunjang mutu pelayanan, maka harus dilakukan rekrutmen dan seleksi tenaga keperawatan dengan sebaik-baiknya. Penelitian ini bertujuan untuk mendapatkan gambaran tentang proses rekrutmen dan seleksi tenaga keperawatan di RS Awal Bros Bekasi, untuk dapat memberikan umpan balik kepada divisi HRD dalam melakukan rekrutmen dan seleksi tenaga keperawatan yang akan datang. Peneliti menggunakan metode kualitatif dengan metode pendekatan deskriptif. Pengumpulan data melalui wawancara mendalam dan telaah dokumen. Dalam hasil wawancara mendalam dan telaah dokumen teridentifikasi belum tersosialisasi dengan baik kebijakan dan prosedur terkait proses rekrutmen dan seleksi tenaga keperawatan, perencanaan kebutuhan tenaga keperawatan yang belum baik dilakukan, keterbatasannya ruangan yang ada, jadwal seleksi yang Universitas Indonesia selalu tidak tepat waktu, kurang koordinasi antara tim seleksi tenaga keperawatan, belum pernah dibuat analisa pekerjaan uraian tugas keperawatan. Hasil penelitian menyarankan keperawatan harus membuat perencanaan tenaga keperawatan yang baik, membuat jadwal rekrutmen dan seleksi tenaga keperawatan dengan sebaik mungkin, membuat analisa jabatan tenaga keperawatan, memberikan pendidikan dan pelatihan kepada staff HRD serta mensosialisasikan kebijakan prosedur terkait proses rekrutmen dan seleksi tenaga keperawatan kepada tim sehingga tim dapat berkoordinasi dengan baik.

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This research is motivated by the service development for hospital in 2015. Awal Bros Bekasi Hospital looking for nursing personnel. To meet the needs of nursing personnel, as hospital grade B Awal Bros Bekasi have capacity of 200 beds and Bed Occupancy Rate (BOR) 65-70% require 134 nursing personnel. Awal Bros Bekasi Hospital need to perform nursing personnel recruitment and selection services for the development of the hospital. Given the importance of the role of nursing personnel in supporting quality of service should be doing to perform nursing personnel recruitment and selection as well as possible.

The research have purpose to get an overview about recruitment and selection of nurse staff process in Awal Bros Bekasi, to give a feedback to the department of HRD in conducting the recruitment and selection of nursing personnel in future. Researchers used qualitative method with descriptive approach method. Data colection through in-depth interviews and document analysis.

In-depth interviews and document analysis have not been properly socialized identified policies and procedures related to the recruitment and selection of nursing staff, nursing workforce planning needs that have not been Universitas Indonesia well done, the existing space limitations, the schedule selection is not always on time, lack of coordination between the team selection nursing personnel, never yet made job analysis of nursing job descriptions.

The results of research suggest to make a good nursing workforce planning, schedulling recruitment and nursing personnel recruitment selection as well as possible, making analysis of nursing position, provide education and training to HRD staff and apply policies and procedures related to the recruitment and selection process of nursing personnel to the team, so the team can coordinate well."

"Tesis ini membahas tentang rekrutmen dan seleksi yang dilaksanakan oleh Staf Deputi Sumber Daya Manusia Polri (Sde SDM Polri) untuk memperoleh personel Polri yang akan ditugaskan sebagai police advisor pada misi perdamaian PBB di Sudan (misi UNMIS). Permasalahan yang dihadapi adalah bahwa basil rekrutmen dan seleksi Polri belum memenuhi standar kualifikasi PBB. Personel yang dinyatakan memenuhi syarat oleh Polri dan dipanggil mengikuti tes UNSAT tahun 2008 temyata 50% yang dinyatakan lulus. Padahal persyaratan seleksi Polri telah mengacu pada kriteria yang ditetapkan oleh PBB. Penelitian dilakukan secara kualitatif, melalui pengamatan, wawancara dengan pedoman, dan telaah dokumen. Informan penelitian adalah pihak-pihak yang berwenang dalam kegiatan rekrutmen dan seleksi penugasan PBB, serta personel Polri yang pernah mengikuti proses seleksi. Konsep dan teori yang digunakan adalah teori manajemen sumber daya manusia khususnya yang berkaitan dengan masalah rekrutmen dan seleksi personel serta job spesi.fication yang mengacu pada persyaratan Polri, dan UN minimum recruitmen requirements. Teori pendukung lainnya adalah teori motivas teori ·komunikasi dalam organisasi, serta pengorganisasian dalam teori manajemen. Hasil penelitian menunjukkan bahwa pedoman yang digunakan oleh Sde SDM Polri yaitu Surat Keputusan Kapolri No. Pol. : Skep/9911XII/2004, tidak menjelaskan secara spesifik prosedur rekrutmen dan seleksserta persyaratan untuk penugasan misi PBB, sebab Skep ini berlaku umum untuk penugasan di luar organisasi Polri. Pelaksanaan rekrutmen oleh Sde SDM Polri juga belum mampu menjaring personel berpotensi sebanyak-banyaknya untuk dipilih pada proses seleksi. Akibatnya, proses seleksi internal Polri, Satuan Kerja pelaksana seleksi masih mengacu pada pedoman dan standar masing-masing, sehingga faktor subyektifitas tidak dapat dihilangkan dalam proses penilaiannya. Hasil penelitian menyarankan, ke depan, kegiatan rekrutmen perlu diinformasikan dan disosialisasikan dengan lebih efektif, sehingga semakin banyak personel yang berminat dan berpotensi untuk mendaftar. Jenis seleksi yang dilaksanakan internal Polri disesuaikan dengan seleksi yang akan dilakukan oleh PBB. Selain itu, untuk menghasilkan personel sesuai kriteria PBB, disarankan Polri menyiapkan personel melalui kegiatan pelatihan dan pembekalan termasuk kursus bahasa lnggris, yang bertujuan meningkatkan kemampuan calon yang dipersiapkan bertugas di PBB.

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This thesis discusses the recruitment and selection process conducted by the Deputy Staff of Human Resources Development of INP, to obtain INP personnel who will be assigned as a police advisor at the United Nations Mission in Sudan (UNMIS). The problem faced is that the results of recruitment and selection of qualified personnels do not meet UN standards. Personnel who otherwise meet the requirements by INP and called to follow the United Nations Selection Assistance Team (UNSAT) test in 2008, only 50% of them passed. Though INP recruitment and selection requirements have been referring to the criteria established by the United Nations.

Qualitative research was conducted through observations, interviews with the guidelines, and document review. The informants were the parties in charge of recruitment and selection activities for United Nations assignment, as well as INP personnel who attended the selection process. Concepts and theories used is the theory of human resource management, particularly those related to the problem of recruitment and selection of personnel and the job specification which refers to the minimum requirements of INP and UN recruitment requirements. Other supporters of the theory are a theory of motivation, theories of communication in organizations and organizing in management theory.

The results showed that the guidelines of Chief of the Indonesian National Police decree No. Pol.: Skep/991XII/2004 used by the staff of Deputy Human· Resources Development of INP, does not specifically explain about the recruitment and selection procedures, and requirements for the assignment of UN missions. This Skep is generally accepted for an assignment outside the police organization. Implementation of the recruitment by the Deputy Staff of INP Human Resources Development was not able to recruit potential personnel as many as possible to be selected through a selection process. As a result, the unit of selection team in the internal selection process of INP still refers to the implementation of their own guidelines and standards so that subjectivity factors can not be eliminated in the assessment process.

The results of the observation suggest that the recruitment activities in the future should be well informed and disseminated more effectively so that there will be more potential personnel who are interested in joining the United Nations mission. The selection types carrying out by internal INP should be adapted to the selection which will be done by the UN. In addition, to generate appropriate criteria for United Nations personnel, it is suggested that INP should prepare the personnel through training and debriefing activities including joining an English."

"Skripsi ini membahas Analisis Sistem Rekrutmen dan Seleksi Perawat di RS Qadr tahun 2011. Penelitian ini adalah penelitian kualitatif dan menggunakan pendekatan sistem. Hasil dari penelitian ini menunjukkan bahwa kegiatan rekrutmen dan seleksi perawat di RS Qadr sudah cukup baik, namun masih diperlukan beberapa perbaikan untuk meningkatkan kualitas perawat baru. Terdapat beberapa komponen input yang memerlukan perbaikan yaitu, komponen Standar Opersional Prosedur (SOP) serta sarana dan prasarana. Sedangkan, pada komponen proses, ditemukan masalah serta dibutuhkan perbaikan pada komponen sumber rekrutmen, metode penarikan, hambatan pada proses rekrutmen dan seleksi serta evaluasi kegiatan rekrutmen. Masalah-masalah pada komponen tersebut menyebabkan kesempatan rumah sakit untuk mendapatkan perawat yang berkualitasdari segi pengetahuan, kemampuan dan keterampilan menjadi terbatas dan cenderung sulit. Oleh karena itu, diperlukan suatu perbaikan hingga perubahan pada setiap komponen dari masing-masing level.

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This thesis is discussing about system recruitment analysis and nurse selection in Qadr hospital in 2011. This research conducted using qualitative methodology. The result showed that recruitment activity has been good enough. Although, still need to some improvement to better standardizations of nurse. There are several components that need to improve, rae component operational standard procedure called as (SOP) and infrastucture. Meanwhile, in component process, observer discovered problems in recruitment sources are need to be improved, the method of withdrawal, and obstacles in recruitment process and selection and evaluation process in recruitment activity. Problems in each component affect this caused the hospital opportunity to get qualified nurses in terms of knowledge, skills and abilities are limited and hard to achieve. Therefore, we need a repair to change on each component of each level."

"Skripsi ini membahas proses rekrutmen dan seleksi tenaga perawat di bagian Sumber Daya Manusia Rumah Sakit Umum Hasanah Graha Afiah tahun 2015 berdasarkan pendekatan sistem. Penelitian ini menggunakan pendekatan kualitatif, pengumpulan data diperoleh dengan metode wawancara mendalam, telaah dokumen dan observasi. Hasil penelitian ini didapat pada komponen input terdapat kendala pada tim rekrutmen dan seleksi yang belum memiliki SK, prosedur kegiatan rekrutmen dan seleksi yang ada di SOP belum lengkap, dan penggunaan sarana dan prasarana yang belum optimal dalam pengaturannya. Pada komponen proses rekrutmen didapat waktu permintaan yang tidak sesuai dengan ketentuan yang ada di SOP. Dan pada komponen proses seleksi didapatkan belum adanya penilaian baku terhadap hasil tes tertulis dan hasil wawancara. Saran penelitian ini adalah dibuatnya SK tim rekrutmen dan seleksi, evaluasi SOP proses penerimaan karyawan, pengkoordinasian dalam penggunaan ruangan untuk keperluan wawancara, menambah daftar kualifikasi berkas, membuat standar penilaian untuk hasil tes tertulis dan wawancara, dan mengevaluasi kebijakan imbalan yang ada.

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This paper discusses the process of recruitment and selection of nurses in human resources selection in Hasanah Graha Afiah Hospital year 2015 based on a systems approach. This study used a qualitative approach, data collection which obtained by the method of in-depth interviews, document analysis and observation. The research results obtained on input components are constraints on the recruitment and selection of teams that do not have a decree, the activities of recruitment and selection procedures that exist in the standard operating procedure is not yet complete, and the use of infrastructure is not optimal in settings. In the recruitment process components that do not come by the time the request in accordance with the existing provisions in the standard operating procedure. And the selection process components obtained lack of raw assessment of the results of the written test and interview. Suggestion of this research is made a decree team recruitment and selection, evaluation standard operating procedure recruitment process, coordinating the use of space for purposes of the interview, adds to the list of qualification files, create a standard assessment for the results of written tests and interviews, and evaluate policies existing plan."

"Proses rekrutmen dan seleksi untuk tenaga keperawatan di Rumah Sakit Santa Elisabeth dilakukan sesuai dengan kebijakan yang berlaku di rumah sakit tersebut yang dilakukan dua sampai tiga kali dalam setahun. Kegiatan rekrutmen dan seleksi tenaga keperawatan di Rumah Sakit Santa Elisabeth ini merupakan tugas dan tanggung jawab tim rekrutmen dan seleksi yang dibentuk dengan cara memilih orang-orang yang dianggap mampu dan memenuhi kriteria yang disepakati oleh pihak direksi dan manajemen Rumah Sakit Santa Elisabeth Medan. Metode rekrutmen yang dipergunakan oleh pihak Rumah Sakit Santa Elisabeth Medan adalah dengan rekrutmen internal, dimana rumah sakit menunggu pelamar yang datang yang merupakan lulusan dari sekolah milik yayasan rumah sakit ini. Rumah sakit lebih memprioritaskan lamaran yang berasal dari sekolah milik Yayasan Santa Elisabeth Medan walaupun calon pelamar yang di luar itu juga memeliki kesempatan untuk melamar ke Rumah sakit santa Elisabeth Medan. Metode seleksi tenaga keperawatan yang dipergunakan adalah seleksi administrasi, wawancara, uji tulis/ kepribadian, uji praktek dan tes kesehatan. Hal ini dilakukan secara berurutan oleh setiap calon pelamar yang mengirimkan lamarannya ke Rumah Sakit Santa Elisabeth Medan. Untuk melewati setiap tahapan pada proses seleksi, calon pelamar harus memiliki nilai > 60 pada setiap tahapan seleksi. Pelamar yang tidak melewati satu tahapan seleksi, tidak diperbolehkan untuk mengikuti tahapan seleksi berikutnya. Setiap informasi yang didapat dalam wawancara mendalam dengan informan serta hasil penemuan peneliti di lapangan, divalidasi dan dibandingkan dengan dokumen serta literatur yang ada dan dituliskan dalam pembahasan pada tesis ini. Setiap proses rekrutmen dan seleksi tenaga keperawatan ini diteliti dalam upaya peningkatan mutu pelayanan keperawatan di Rumah Sakit Santa Elisabeth Medan.

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Recruitment and selection process for nursing staff at Saint Elisabeth Hospital performed two or three times a year. Recruitment and selection activities of nursing staff at Saint Elisabeth Hospital is a duty and responsibility of recruitment and selection team is formed by selecting those who are considered capable of and meet the criteria agreed by the directors and management of Saint Elisabeth Hospital Medan.

Recruitment methods used by the Saint Elisabeth Hospital Medan is the internal recruitment, which the hospital waiting for applicants who come to the school's graduates from the foundation of this hospital. Hospitals to prioritize applications from their school?s Foundation santa Elisabeth Medan although prospective applicants beyond that also own a chance to apply to the Saint Elisabeth Hospital Medan.

Nursing personel selection method used is the selection and administration, interviews, written test/ personality test and medical test. This is done sequentially by each prospective applicants who submit their applications to the Saint Elisabeth Hospital Medan. To pass through each stage of the selection process, prospective applicants should have a value > 60 at each stage of selection. Applicants who do not pass through the stages of selection, are not allowed to attend the next selection stage.

Any information obtained in interviews with informants and the findings of researchers in the field, validated and compared with the original documents and existing literature and written in the discussion in this thesis. Every process of recruitment an selection of nursing personnel was studied in an effort to improve the quality of nursing services at the Saint Elisabeth Hospital Medan."

"Latar Belakang. Keberhasilan pembangunan kesehatan sangat dipengaruhi oleh mutu sumber daya manusia (SDM) kesehatan yang berperan sebagai pemikir, perencana dan pelaksana pembangunan kesehatan. Meningkatnya angka kesakitan dan beragamnya jenis penyakit menuntut untuk lebih berbenah dalam menghadapi permasalahan kesehatan yang lebih besar. Mempersiapkan tenaga- tenaga kesehatan yang handal dengan kualitas dan kuantitas yang memadai serta mengikuti perkembangan dunia kesehatan. Karena SDM merupakan bagian terpenting dari sebuah pelaksanaan pelayanan, maka penelitian ini akan difokuskan pada SDM yang terkait dengan jumlah kebutuhan yang diperlukan disertai dengan gambaran kualifikasi yang dibutuhkan nantinya dalam pengadaan kebutuhan tersebut. Metode. Penelitian ini merupakan penelitian yang bersifat deskriptif dengan metode Workload Indicators of Staffing Need (WISN) adalah merupakan indikator yang menunjukkan besarnya kebutuhan tenaga pada sarana kesehatan berdasarkan beban kerja, sehingga alokasi/relokasi akan lebih mudah dan rasional. SDM yang jadi sampel adalah tenaga dokter dan perawat di pelayanan rawat inap RSUD Bangkinang Analisis dalam penelitian ini untuk menghasilkan gambaran kebutuhan dan Kualifikasi SDM kesehatan. Hasil. Hasil penelitian menunjukkan bahwa adanya perbedaan yang significant mengenai gambaran jumlah kebutuhan perawat dengan SDM yang tersedia saat ini. Di gambaran kebutuhan dokter hanya menghasilkan selisih dalam jumlah kecil. Sedangkan kualifikasi tenaga, pihak RSUD lebih menyerahkan kepada Pemda setempat. Hal ini dikarenakan RSUD masih di biayai sepenuhnya oleh Pemda. Sedangkan menurut pendapat ahli, SDM yang bertugas harus memiliki credentialing dan preveleging, pengalaman di bidangnya serta kompetensi yang mendukung dalam pelaksanaan tugasnya.

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Background. The success of health development is strongly influenced by the quality of human resources (HR) that acts as a health thinkers, planners and implementers of health development. Increasing morbidity and various types of diseases demanding for more clean up in the face of greater health problems. Preparing medical personnel that are reliable with sufficient quality and quantity as well as follow the development of world health. Because HR is the most important part of a service implementation, so this research will be focused on human resources related to the total needs required accompanied with images of the qualifications required later in the procurement of those needs.

Methode. This research is descriptive method Workload Indicators of Staffing Need (WISN) is an indicator that shows the amount of manpower needs in healthcare facilities based on the workload, so the allocation/ relocation will be easier and rational. .Human resources so the sample is of doctors and nurses in inpatient services Bangkinang hospital The analysis in this study to produce a picture of health human resources needs and qualifications.

Result. The results showed that there are significant differences regarding the picture of the number of nurses with the needs of human resources currently available. In the picture of the needs of physicians resulted in a difference only in small quantities. While the qualifications of personnel, the hospital handed over to local government. This is because hospitals still be financed entirely by the Government. Meanwhile, in the opinion of experts, in charge of human resources must have experience in their fields and competencies that support the execution of his duty."