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Abstrak :
Persaingan antar rumah sakit yang semakin ketat dan adanya tuntutan pelayanan kesehatan yang lebih baik dari masyarakat, mendorong praktisi manajerial rumah sakit untuk melakukan pembenahan di berbagai sektor, terutama pembenahan sumber daya manusia di Rumah Sakit Dari data angket pelayanan di bagian administrasi dan pemeliharaan (umum) secara keseluruhan tahun 1999 di RS. Setia Mitra, yang menyatakan baik 84.55%, sedang 14.69% dan kurang 0.76%, sementara di bagian perawatan, yang menyatakan baik 94.64%, sedang 5.14% dan kurang 0.23%. Tujuan dilaksanakannya penelitian ini adalah untuk mengetahui hubungan karakteristik karyawan di bagian administrasi keuangan dan umum dengan persepsinya terhadap pekerjaan di RS. Setia Mitra. Penelitian ini merupakan penelitian kuantitatif dengan rancangan penelitian bersifat kross seksional. Pengambilan data primer dilakukan dengan kuesioner. Populasi penelitian adalah karyawan di bagian administrasi keuangan dan umum RS. Setia Mitra sebanyak 42 orang. Hasil penelitian adalah, karakteristik karyawan sebagaian besar berpendidikan SMU/SMU keatas, belum pernah mengikuti pendidikan tambahan, mempunyai pengalaman kerja lebih dari 5 tahun dan sebagian berjenis kelamin pria. Hampir semua karakteristik karyawan berhubungan dengan persepsi karyawan terhadap pekerjaan, hanya terdapat satu karakteristik yang tidak berhubungan. Satu karakteristik tidak dilakukan uji statistik karena data tidak sebanding. Saran untuk RS. Setia Mitra, adalah lebih mengintensifkan sosialisai mengenai sistem kerja serta sistem pemberian penghargaan kepada karyawan, khususnya sistem pengggajian yang berlaku tertutama kepada karyawan pelaksana, lebih banyak memberikan kesempatan kepada karyawan untuk mengikuti pendidikan tambahan, dan juga dilakukan perbaikan kondisi kerja, sekaligus lebih melengkapi alat kerja serta mempermudah birokrasi pengadaan alat kerja.

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Analysis on the Characteristic Relation of the Financial and General Administration Staffs with Their Perception on Their Job at the Hospital Of Setia MitraThe increasing tight competition between hospital and the demand for the health services from the community have push the hospital management practitioners to organize various sectors, especially the human sector of hospitals. Based on the questioners data from the administration and maintenance department the figures for 1999 indicate, that in Setia Mitra Hospital the services are 84.55% good, average 14.69% and 0.76% less good, While in the treatment services are 94.64% good, average 5.14% and 0.23% less good. The purpose of this research is to find out how the relation is between the financial and general office staffs characteristic and their perception of their job in Setia Mitra Hospital. The research is a quantitative one with cross sectional research plan. Primary data were obtained from questioners. The research population consists of the financial administration and general office staffs of Setia Mitra Hospital, 42 people in total. Most of the staffs are senior secondary school graduates or higher, have never attend further education, have a working experience of more than 5 years and some of them are men. Nearly all staff's characteristic are related with the staffs perception on their job. Only one characteristic in not No statistical test has not been carried out for this one since the available data is not in accordance with the requirement. It is suggested the Setia Mitra Hospital should intensify their socialization on their work and rewarding system, especially their remuneration system for their executing staff, they should also give opportunity to their staff to attend additional training, improve working conditions including the provision of working tolls and ease their purchasing method.

Abstrak :
Framework manajamen tenaga keperawatan di RS yang dapat membantu para manajer keperawatan dalam mengelola tenaganya merupakan hal yang penting khususnya di negara berkembang. Penelitian ini bertujuan untuk mengembangkan framework continuous quality improvement (CQI) manajemen tenaga keperawatan dan menguji secara statistik pengaruh framework CQI manajemen tenaga keperawatan terhadap kompetensi perawat. Desain penelitian ini adalah penelitian kuantitatif yaitu metode penelitian yang menggunakan angka dan statistik dalam proses penelitiannya. Penelitian kuantitatif ini diperkuat dengan penelitian kualitatif yang dilakukan terhadap 14 manajer rumah sakit. Penelitian ini terdiri dari dua tahapan yaitu pengembangan framework dan pengujian secara statistik pengaruh framework terhadap kompetensi perawat. Tahap pengembangan framework terdiri dari wawancara mendalam pada 14 manajer dan expert opinion pada 5 expert. Selanjutnya tahap kedua melakukan uji validasi framework CQI manajemen tenaga keperawatan untuk kompetensi perawat di rumah sakit menggunakan SEM-PLS pada 113 manajer keperawatan di himpunan perawat manajer Indonesia menggunakan online kuesioner. Hasil penelitian tahap satu diperoleh framework CQI manajemen tenaga keperawatan siap uji. Hasil penelitian tahap dua membuktikan bahwa framework CQI manajemen tenaga keperawatan memiliki pengaruh terhadap kompetensi perawat dengan penjelasan tujuh dari delapan aktivitas manajemen SDM yaitu perencanaan, rekrutmen, seleksi dan orientasi, pelatihan dan pengembangan, sistem reward, penilaian kinerja, sistem alokasi staf dan maintenance memiliki pengaruh terhadap kompetensi perawat. Hanya ada satu variabel yang mengindikasikan hal berbeda yaitu jenjang karir dimana ditemukan jenjang karir tidak ada pengaruh terhadap kompetensi perawat. Dapat disimpulkan framework ini secara statistik memiliki pengaruh terhadap kompetensi perawat. ......A nursing workforce management framework in hospitals is important, especially in developing countries, as it can help nursing managers in handling their staff. This research aims to develop a continuous quality improvement (CQI) framework for managing hospital nurses and statistically test the effect of the CQI framework for hospital nurses management on nurse competency. The research employs a quantitative design, which is a research method that uses numbers and statistic in the research process. This quantitative research is strengthened by qualitative research conducted with 14 hospital managers. This research consists of two stages, namely framework development and statistical testing of the framework’s influence on nurse competency. The framework development stage consist of in-depth interviews on 14 hospital manajers and expert opinions on 5 experts. The Next stage was conducting a validation test of the CQI framework for hospital nurses management for nurse competency using SEM-PLS. The test was administered using online questionnaires on 113 nurse managers from the Indonesian Nurse Manager Association. The result of the first phase of the research yielded a CQI framework for hospital nurses management that was ready for testing. The second phase of research demonstrated that the CQI model for nursing workforce management influences nurse competency. This is evidenced by seven out of the eight human resource management activities: planning, recruitment selection and orientation, training and development, reward systems, performance appraisals, staff allocation systems and maintenance -having an impact on nurse competency. Only one variable that indicated something different, namely career path, where it was found that career path had no influence on nurse competency. It can be concluded that this framework statistically has an influence on nurse competency.