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ABSTRAK ABSTRACT
Leadership role leverage becomes a main issue in this study to determine the importance of the clinical engineers existence in the medical equipment management field. The purpose of this study is to prove that there are differences between leadership role, motivation and commitment against the conformity of MFK 8 accreditation quality and the existence of clinical engineers in two different hospitals, which in these cases are a public general hospital and private general hospital. The research method that has been used is by using a questionnaire containing statements to be filled in accordance with the level of respondent?s agreement, the correlation are calculated using Spearman bivariate correlation and Mann-Whitney method for difference test. The result was there was difference between the two hospitals. Leadership Leverage between Public and Private General Hospital turned out different in its impact against the existence of clinical engineers in hospital, in government hospital, leadership doesn?t have the role in quality enhancement and the existence of clinical engineer existence, however in private hospital shows good leverage between variables.

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ABSTRAK
Nama : Ika FajarwatiProgram Studi : Kajian Administrasi Rumah SakitJudul : Analisis Perencanaan Kebutuhan Perawat di RSU Kelas D Ciracastahun 2016Tahun 2014 terjadi transformasi Puskesmas Kecamatan Ciracas menjadiRSU Kelas D Ciracas. Belum ada standar perhitungan kebutuhan perawat sesuaidengan analisis beban kerja. Tujuan penelitian adalah diperolehnya usulanperencanaan kebutuhan perawat. Penelitian dilakukan pada bulan November 2016.Metode penelitian adalah kuantitatif yaitu perhitungan beban kerja dengan worksampling, nursing time serta metode Ilyas, dan kualitatif dengan wawancaramendalam dan telaah dokumen. Perencanaan kebutuhan perawat menggunakanmetode Workload Indicators of Staffing Need WISN dan Formula Ilyas. Terdapatperbedaan perhitungan kebutuhan perawat dengan WISN dan Formula Ilyas.Diharapkan penelitian ini dapat menjadi dasar metode perhitungan kebutuhantenaga perawat di RSU Kelas D.Kata kunci :Analisis beban kerja perawat, Formula Ilyas, metode Ilyas, perencanaankebutuhan perawat, RSU Kelas D, work sampling, WISN

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ABSTRACT
Name Ika FajarwatiStudy Program Kajian Administrasi Rumah SakitTitle Analysis of Nurse Staffing Needs in RSU Kelas D Ciracas 2016In 2014 Puskesmas Kecamatan Ciracas transformed into RSU Kelas D ciracas.There was no standard in nurse staffing needs based on workload analysis. The aimof this research is to propose the nurse staffing needs. The study was conducted inNovember 2016. Using quantitative method, workload was calculated using worksampling, nursing time and Ilyas method. Indepth interviews and document reviewwere conducted in qualitative approach. Nurse staffing needs were determinedusing WISN and Ilyas formula. There were differences observed in the needsbetween WISN and Ilyas formula. This research should serve as the basis incalculating nurse staffing needs in RSU kelas D.Keywords Ilyas Formula, Ilyas method, nurse staffing need, workload analysis RSU Class D,work sampling, WISN.

Abstrak :
Skripsi ini membahas mengenai analisis kebutuhan tenaga di Bidang SDM RS PMI Bogor tahun 2011 dengan metode Workload Indicator of Staffing Need (WISN). Metode ini digunakan untuk menghitung jumlah optimal tenaga berdasarkan beban kerja pegawai. Penelitian ini merupakan penelitian kualitatif dengan observasi, wawancara mendalam, dan telaah dokumen ketenagaan. Pengumpulan data primer dilakukan melaui observasi dilakukan dengan teknik work sampling setiap sepuluh menit sekali selama waktu kerja, selama 6 hari kerja dan dengan melakukan wawancara mendalam kepada pegawai bidang SDM RS PMI. Data sekunder diperoleh dari data di bidang SDM RS PMI Bogor. Hasil penelitian menunjukkan bahwa penggunaan waktu produktif staf di bidang SDM RS PMI Bogor pada waktu kerja adalah 11.000 menit atau 54.56 % dari keseluruhan waktu kegiatan. Berdasarkan data primer dan data sekunder yang dikumpulkan, kemudian diolah dengan menggunakan metode WISN, diperoleh kesimpulan bahwa jumlah optimal kebutuhan tenaga di Bidang SDM RS PMI Bogor adalah sebanyak 15 orang. Jumlah ini masih lebih banyak dibandingkan dengan jumlah tenaga saat ini. ......This thesis discusses the analysis of staffing need in Human Resource Department at PMI Bogor Hospital in the year of 2011 with Workload Indicators of Staffing Need (WISN) method. This method is used to analyze the optimal number of staffing need based on the workload indicator. This research is qualitative research with observation, in depth interview, and document study. Primary data is collected by observation with work sampling technique in every ten minutes during work time in six days, besides that the researcher does in depth interview to staff of Human Resource Department in PMI Bogor Hospital. Secondary data source is collected from staff of Human Resource Department in PMI Bogor Hospital. The result of research showed that using productive time of staff in Human Resource Department is 11.000 minutes or 54.56%. Based on primary and secondary data has been collected, then processed by WISN method, the optimal amount of staff in Human Resource Department at PMI Bogor Hospital is fifteen peoples. This amount is more than the number of staff now.

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Memasuki suatu era yang kita kenal dengan era globalisasi telah membukakan pandangan dan pikiran kita atas tuntutan adanya paradigma baru yang menghantarkan perjalanan menuju millenium baru yang bercirikan clean government dan good governance. Hal tersebut tentunya berimplikasi terhadap strategi pengembangan kompetensi aparatur yang dimensinya mencakup pengetahuan, keterampilan dan sikap. Peningkatan mutu sumberdaya manusia merupakan syarat utama dalam era globalisasi untuk mewujudkan kemampuan bersaing dan kemandirian. Visi dalam konteks pembangunan bidang kepegawaian di masa yang akan datang adalah untuk mempersiapkan Pegawai Negeri Sipil (PNS) yang profesional, mampu bersaing dan mampu mengantisipasi perkembangan dunia yang pesat di berbagai aspek kehidupan sehingga mampu meningkatkan mutu pelayanan serta kinerja yang tinggi. Untuk mewujudkan Profesionalisme Aparatur dalam Mengantisipasi Kebutuhan Sektor Pelayan Publik hendaknya kita dapat mencermati perubahan lingkungan strategis yang terjadi sebagai dampak penerapan otonomi daerah sesuai dengan yang diamanatkan Undang-Undang, memiliki orientasi pengembangan sumberdaya manusia yang menunjang tranformasi manajemen, dan memformulasikan program peningkatan kompetensi aparatur secara sistematis dan berkelanjutan. Dengan adanya penerapan reformasi birokrasi diharapkan akan mampu menghasilkan pelayan publik sesuai kebutuhan masyarakat.

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Keberhasilan kualitas pelayanan keperawatan sangat berhubungan dengan terpenuhi atau tidaknya rangkaian kegiatan pelayanan keperawatan yang merupakan beban kerja perawat. Beban kerja perawat tersebut adalah jumlah seluruh kegiatan yang dilaksanakan perawat dalam waktu dan satuan hasil. Tesis ini bertujuan menganalisis beban kerja untuk menentukan kebutuhan tenaga perawat dan mendapatkan gambaran strategi bagi manajemen dalam memenuhi kesenjangan beban kerja yang ada di Rumah Sakit Tugu Ibu. Metode penelitian yang digunakan adalah kuantitatif secara cross-sectional pada perawat ruang rawat inap kelas III Flamboyan. Observasi kegiatan perawat dilakukan dengan metode work sampling dan kebutuhan tenaga perawat dihitung dengan menggunakan metode Workload Indicators Of Staffing Need (WISN). Berdasarkan hasil penelitian diketahui kegiatan produktif langsung perawat adalah sebesar 29,34% dan kegiatan produktif tidak langsung perawat mencapai 54,86%. Perhitungan kebutuhan tenaga perawat berdasarkan beban kerja diperoleh 24,43 tenaga perawat dengan rasio WISN 0,82. Hasil penelitian menyarankan bagi manajemen Rumah Sakit Tugu Ibu untuk mempertimbangkan beban kerja perawat sebagai acuan dalam menentukan kebutuhan tenaga perawat dan diperlukan evaluasi terhadap uraian tugas perawat agar waktu kerja yang ada lebih efektif pemanfaatannya sesuai dengan fungsi utama perawat. ......The success of nursing service quality has high correlation with the adequacy of nursing service activities which is the nurse workload. The nurse workload is the total of all conducted activities in certain time with the result as unit of measure. This thesis is aimed to analyse the workload to determine the needs of nursing staff and to obtain the strategy which is required by the management to fulfill the workload gaps at Tugu Ibu Hospital. The research method used was cross-sectional quantitative to the nurses at Class III Flamboyan Ward. Observation of the nurses activities were done by work sampling method and the needs to nursing staff was calculated with Workload Indicators Of Staffing Need (WISN) method. Based on the research, it was known that the nurses direct productive activities is 29,34% and nurses indirect productive activities is as high as 54,86%. Calculation of the needs on nursing staff based on workload resulted of 24,34 nurses with WISN ration of 0,82. From the research, it is recommended that TuguIbu Hospital management to consider nurse workload as reference in determining the needs of nursing staff, and evaluation is needed to the nurse job description, to be effective in time management according to the main function of a nurse.

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[This edited volume captures and communicates the best thinking on how to improve healthcare by improving the delivery of services, providing care when and where it is needed most, through application of state-of-the-art scheduling systems. Over 12 chapters, the authors cover aspects of setting appointments, allocating healthcare resources, and planning to ensure that capacity matches needs for care. , This edited volume captures and communicates the best thinking on how to improve healthcare by improving the delivery of services, providing care when and where it is needed most, through application of state-of-the-art scheduling systems. Over 12 chapters, the authors cover aspects of setting appointments, allocating healthcare resources, and planning to ensure that capacity matches needs for care. ]