Abstract. According to the Minister of Health Regulation no. 33/2015 (Permenkes 33) on Guidelines for Composing the Human Resources in the Health Field (HRH) Planning, planning for HRH must be done from the bottom up. In 2016, Depok City has implemented the regulation, but the results were not applicable. This qualitative study analyzes the process of creating the planning document at Depok City in 2017 through in-depth interviews and documentary research. We discovered that the 2017 HRH planning document in Depok City did not completely follow all the steps stated in Permenkes 33. Ineffective communication caused lack of commitment and support from the stakeholders, which in turn, caused the lack of support from the bureaucratic structure, such as standard operational procedures, regulation, and allocation of resources, whether it was manpower, funding, or facilities. Therefore, we recommend that the socialization or advocation process to the stakeholders to be increased.Abstrak. Menurut Peraturan Menteri Kesehatan nomor 33 Tahun 2015 tentang Pedoman Penyusunan Perencanaan Kebutuhan Sumber Daya Manusia dalam bidang Kesehatan (SDMK), perencanaan SDMK harus dilakukan secara berjenjang dari bawah ke atas. Di tahun 2016, kota Depok telah melaksanakan permenkes tersebut, akan tetapi hasilnya belum dapat dijadikan pertimbangan dalam manajemen kepegawaian. Penelitian ini merupakan penelitian kualitatif yang bertujuan untuk melakukan analisis terhadap pelaksanaan penyusunan dokumen perencanaan kebutuhan SDMK kota Depok tahun 2017 dengan teknik pengumpulan data berupa wawancara mendalam dan telaah dokumen. Hasil penelitian menunjukkan bahwa penyusunan dokumen perencanaan kebutuhan SDMK kota Depok tahun 2017 belum sesuai dengan tahapan yang terdapat dalam Permenkes 33 tahun 2015. Permasalahan disebabkan oleh komunikasi yang tidak efektif, yang menyebabkan tidak adanya komitmen dan dukungan dari pemangku kepentingan, sehingga tidak terdapat dukungan dari struktur birokrasi yang berupa SOP dan peraturan, dan alokasi sumber daya, baik manusia, dana, maupun fasilitas. Untuk itu, sebaiknya proses sosialisasi atau advokasi ke para pemangku kepentingan ditingkatkan.
Midwives are part of a strategic workforce aimed at reducing Indonesia's maternal mortality rate; however, the Indonesian government's task to assign midwives to public health centers (PHCs) is not straightforward. This quantitative descriptive study, aims to describe the availability, distribution, requirement, and lack or excess of midwives in Indonesian PHCs based on the minimum standard workforce. The study used secondary data from The Board of Development and Empowerment of Human Resources for Health, which was tabulated and compared to a minimum standard workforce for PHCs by univariate analysis. The analysis showed that for 9,740 registered PHCs, there were 79,314 midwives, while the calculated minimum required number of midwives based on the minimum standard workforce was 49,145.Six percent of PHCs had numbers of midwives that met the minimum standard workforce. Forty-one per cent of PHCs had less midwives than the minimum standard workforce, lacking 13,296. The largest deficiency was in Papua's PHCs that lacked 1,445 midwives. In comparison, Fifty-three percent of PHCs had more midwives than the minimum standard workforce, with an excess of 43,465. The largest excess was in East Java's PHCs, totaling of 5,852. Even though the number of PHC midwives was greater than the calculated standard number required, there was a mal-distribution of midwives with several PHCs having an excess of midwives and several PHCs with not enough midwives.
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