Latar belakang: Puskesmas membutuhkan SDM yang terdiri dari tenaga kesehatan dan non kesehatan dalam menyelenggarakan kegiatannya. Puskesmas didorong untuk menerapkan skema Badan Layanan Umum Daerah (BLUD) dalam mengelola sumber dayanya. Berdasarkan hasil studi pendahuluan, ditemukan permasalahan yaitu SDM yang tidak diperpanjang kontrak dan diberhentikan oleh Puskesmas. Penelitian ini bertujuan untuk menganalisis proses manajemen sumber daya manusia dalam pengadaan dan pendayagunaan tenaga puskesmas di Dinas Kesehatan Kota Semarang sebagai BLUD.Metode: Penelitian ini menggunakan metode kualitatif – deskriptif. Pengambilan data dilakukan melalui wawancara mendalam menggunakan teknik purposive sampling.Hasil: Berdasarkan hasil penelitian, Puskesmas di Kota Semarang belum merencanakan SDM Non-ASN dengan baik dan terdapat SDM Non-ASN yang kinerjanya kurang baik. Selain itu, ketersediaan SDM di Kota Semarang masih belum memenuhi kebutuhan Puskesmas. Sehingga pelaksanaan kegiatan di Puskesmas tidak terlaksana dengan baik dan beban kerja petugas meningkat.Simpulan: Proses manajemen SDM dalam pengadaan dan pendayagunaan SDM Non-ASN Puskesmas di Dinas Kesehatan Kota Semarang sebagai BLUD belum terlaksana secara optimal di 2 (dua) Puskesmas di Kota Semarang.Kata kunci: Puskesmas; BLUD; SDM Non-ASN; Manajemen SDMABSTRACTTitle: Procurement and Utilization of Primary Health Care Human Resources as BLUD in Semarang CityBackground: Primary Health Care need human resources (HR) consisting from health and non-health workers in carrying out their activities. Primary Health Care are encouraged to implement the Badan Layanan Umum Daerah (BLUD) scheme to manage their resources. Based on results of a preliminary study, it was found that the problem was that the HR weren’t renewed and were dismissed by Primary Health Care. This study aims to analyze the process of HR management in the procurement and utilization of Primary Health Care personel at the Semarang City Health Office as a BLUD.Method: This study was conducted using qualitative – descriptive methods. Data collection was done through in-depth interviews with purposive sampling technique. Result: Based on the results of the study, the Primary Health Care in Semarang City has not properly planned Non-Public Employee HR and there are Non-ASN HR whose performance is not good. In addition, the availability of HR in the city of Semarang still doesn’t meet the needs of the Primary Health Care. So, the implementation of activities at Primary Health Care isn’t carried out properly and the workload of officers increases. Conclusion: The HR management process in the procurement and utilization of Non-ASN HR at the Primary Health Care at the Semarang City Health Service as a BLUD hasn’t been implemented optimally in 2 (two) Health Centers in Semarang CityKeywords: Primary Health Care; BLUD; Non-Public Employee HR; HR Management
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