* Corresponding Author
Faktor yang Mempengaruhi Rekrutmen Dokter di Puskesmas Wilayah Kerja Dinas Kesehatan Kabupaten Buol Tahun 2016
https://doi.org/10.22146/jkki.v6i3.29659 Arifandi Arifandi(1*), Andreasta Meliala(2)
(1) Mahasiswa Pascasarjana Ilmu Kesehatan Masyarakat, Fakultas Kedokteran Universitas Gadjah Mada, Yogyakarta
(2) Departemen Kebijakan dan Manajemen Pelayanan Kesehatan Fakultas Kedokteran Universitas Gadjah Mada, Yogyakarta
(*) Corresponding Author
Abstract
ABSTRACT
Background: One of the health human resource management functions is to perform recruitments. Recruitment is a practice or activity undertaken by an organization with the primary purposes of identifying and attracting potential workers. Based on the profile data of Public Health Office of Buol by 2015 and 2016 were still lacking of physicians. This suggested that recruitment process conducted by Public Health Office of Buol was ineffective because it didn’t meet the standard of supply. This study aims to determine procedures of physician’s recruitment at Public Health Office of Buol and identify factors affecting the willingness of physicians to be placed at Primary Health Care of Buol. Method: This is descriptive study with qualitative approach. Informants collected were 11 respondents (N=11) consisting of Officers of Public Health Office, Regional Employment Institution, Non-Permanent Physicians working in the District of Buol. Finding: The number of Primary Care Physicians has not met yet the standard of the need and the distribution is not widespread. Factors affecting the willingness of physicians to work in Buol are compensation which is accordance with the standard of salary for the very remote areas and the reward, career path in which physicians have the chance of being civil servants as well as further promotion of education. Inhibiting factors including working condition, workload and environmental factors such as quiet and remote area. Conclusion: Recruitment of physicians of Primary Health Care conducted by Public Health Office of Buol was ineffective yet and need improvement efforts regarding recruitment process and improves factors supporting the willingness of physicians to work in the District of Buol.
Keywords: recruitment, physician, supporting, inhibit.
ABSTRAK
Latar Belakang: Salah satu fungsi manajemen sumber daya manusia kesehatan adalah melaksanakan rekrutmen. Jumlah dokter di Kabupaten Buol masih kurang. Pada tahun 2015, jumlah dokter di Kabupaten Buol adalah sebanyak 15 dokter dengan rincian 9 dokter umum dan 6 dokter gigi, sedangkan standarnya adalah 26 dokter dengan rincian 15 dokter umum dan 11 dokter gigi. Oleh karena itu, ada kekurangan sebanyak 11 dokter dengan rincian 6 dokter umum dan 5 dokter gigi. Pada tahun 2016, jumlah dokter di Kabupaten Buol adalah sebanyak 8 dokter dengan rincian 3 dokter umum dan 5 dokter gigi, sedangkan standarnya adalah 26 dokter dengan rincian 15 dokter umum dan 11 dokter gigi. Oleh karena itu, ada kekurangan sebanyak 18 dokter dengan rincian 12 dokter umum dan 6 dokter gigi. Jumlah dokter di Kabupaten Buol pada tahun 2016 justru semakin berkurang dan semakin jauh dari kebutuhan standar. Kondisi ini menunjukkan bahwa proses rekrutmen yang dilaksanakan tidak efektif karena belum mampu memenuhi jumlah standar kebutuhan. Tujuan: Untuk mengetahui prosedur rekrutmen dokter di Dinas Kesehatan Kabupaten Buol dan mengidentifikasi faktor yang menghambat rekrutmen dokter di Dinas Kesehatan Kabupaten Buol. MetodePenelitian: Jenis penelitian ini adalah penelitian deskriptif dengan penekatan kualitatif. Informan dalam penelitian ini adalah pihak Dinas Kesehatan dan Dokter yang bekerja di Kabupaten Buol. Kesimpulan: Permasalahan yang terjadi dalam rekrutmen dokter di Kabupaten Buol adalah kurangnya jumlah pelamar. Hal ini dapat disebabkan karena kurangnya minat dan kesediaan dokter untuk bekerja di Kabupaten Buol. Faktor yang mendukung kesediaan dokter untuk bekerja di Kabupaten Buol adalah kompensasi yang sudah sesuai dengan standar gaji untuk wilayah terpencil dan penghargaan serta jenjang karir dimana dokter masih memiliki peluang untuk menjadi PNS dan mendapatkan promosi pendidikan lebih lanjut. Faktor yang menghambat kesediaan dokter untuk bekerja di Kabupaten Buol adalah kondisi kerja yang dinilai sangat berat karena kurangnya jumlah dokter pada Puskesmas rawat inap dan Puskesmas non rawat inap di Kabupaten Buol serta faktor lingkungan yang lebih luas yang dirasa sepi dan terpencil dan menjadi hambatan bagi sebagian dokter.
Kata kunci : rekrutmen, seleksi, dokter
Keywords
Full Text:
PDFReferences
AIPHSS. (2016, Juni 8). Building Block: Sumber Daya Manusia Kesehatan. Retrieved Desember 19, 2016, from Australia Indonesia Partnership for Health Systems Strenghtening: http://aiphss.org/id/sumber-daya-manusia- kesehatan-apa-yang-masih-kurang/ Creswell, J. W. (2016). Research Design Pendekatan Metode Kualitatif, Kuantitaif, dan Campuran (4th ed.). Yogyakarta: Pustaka Pelajar. Dessler, G. (2006). Manajemen Sumber Daya Manusia. New Jersey: Prentice Hall. Gomes, F. C. (2011). Manajemen Sumber Daya Manusia. Yogyakarta: Andi. Green, A. (2007). An Introduction to Health Planning for Developing Health Systems. New York: Oxford University Press. Ivancevich, J. M., Konopaske, R., & Matteson, M. T. (2011). Perilaku dan Manajemen Organisasi. Jakarta: Erlangga. Kadam, S., Nallala, S., Zodpey, S., Pati, S., Hussain, M. A., Chauhan, A. S., et al. (2016). A Study of Organizational Versus Individual Needs Related to Recruitment, Deployment and Promotion of Doctors Working in the Government Health System in Odisha state, India. Human Resources for Health, 14-27. Kurniati, A., & Efendi, F. (2012). Manajemen Sumber Daya Manusia Kesehatan. Jakarta: Salemba Medika. Ma, R., & Allen, D. G. (2009). Recruiting Across Cultures: A Value-Based Model of Recruitment. Human Resource Management Review, Volume 19, Issue 4, December 2009, 334-346. Mathis, R. L., Jackson, J. H., & Valentine, S. R. (2014). Human Resource Management. Boston, MA: Cengage Learning. Meliala, A. (2015). Kebijakan Distribusi dan Keterlekatan Dokter Spesialis di Indonesia. Yogyakarta: Fakultas Kedokteran Universitas Gadjah Mada. Murthy, S., Rao, K., Ramani, S., Chokshi, M., Khandpur, N., & Hazarika, I. (2012). What Do Doctors Want? Incentives to Increase Rural Recruitment and Retention in India . BMC Proceedings 2012, 6(Suppl 1):P5 , 1-2. Mustapha, A. M., Ilesanmi, O., & Aremu, M. (2013). The Impacts of Well Planned Recruitment and Selection Process on Corporate Performance in Nigerian Banking Industry (A Case Study of First Bank Plc 2004-2011)”. International Journal of Academic Research in Bussiness and School Sciences, 3, 633-648. Nawawi, H., & Hadari, H. M. (2000). Administrasi Personel untuk Peningkatan Produktivitas Kerja. Jakarta: Mesagung. Niles, N. J. (2013). Basic Concepts of Health Care Human Resource Management. Burlington, MA: Jones & Bartlett Learning. Pankl, E., Theiss-White, D., & Bushing, M. C. (2010). Recruitment, Development, and Retention of Information Professionals: Trends in Human Resources and Knowledge Management. New York: IGI Global. Purohit, B., & Martineau, T. (2016). Issues and Challenges in Recruitment for Government Doctors in Gujarat, India . Human Resources for Health (2016), 14-43. Pynes, J. E. (2004). Human Resources Management for Public and Nonprofit Organizations. San Fracisco: Jossey-Bass. Pynes, J. E., & Lombardi, D. N. (2011). Human Resources Management for Health Care Organizations: A Strategic Approach. San Francisco, CA: John Willey & Sons. Richardson, M. A. (2007). Recruitment Strategies, Managing/Effecting The Recruitment Process. Working Paper . Schuler, R. S., & Jackson, S. E. (2008). Strategic Human Resources Management. New Delhi: Wiley India. Sims, R. R. (2002). Organizational Success Through Effective Human Resources Management. London: Greenwood. Steers, R. M. (2006). Organizational Effectiveness: A Behavioural View (Goodyear ed.). Jakarta: Geneva. Stredwick, J. (2005). An Introduction to Human Resource Management. Oxford: Elsevier. Wang, J., Su, J., Jia, M., & Zeng, Z. (2013). What Interventions Do Rural Doctors Think Will Increase Recruitment in Rural Areas: A Survey of 2778 Health Workers in Beijing. Human Resources for Health 2013, 11-40. Witter, S., Ha, B. T., Sengalia, B., & Vujick, M. (2011). Understanding the ‘Four Directions of Travel’: Qualitative Research Into the Factors Affecting Recruitment and Retention of Doctors in Rural Vietnam. Human Resources for Health 2011, 9-20.
DOI: https://doi.org/10.22146/jkki.v6i3.29659
Article Metrics
Abstract views : 3110
| 
views : 5911
Refbacks
- There are currently no refbacks.
Copyright (c) 2017 Jurnal Kebijakan Kesehatan Indonesia
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Jurnal Kebijakan Kesehatan Indonesia : JKKI [ISSN 2089 2624 (print); ISSN 2620 4703 (online)] is published by Center for Health Policy and Management (CHPM). This website is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License. Built on the Public Knowledge Project's OJS 2.4.8.1.
View My Stats