Kebutuhan riil tenaga pemasak di Instalasi Gizi dengan menggunakanmetode workload indicators of staffing need (WISN) di RSU Pancaran Kasih GMIM Manado

Abstract

To provide an optimal nutrition care to the patients in a hospital, a proper human resource planning should be implemented. The workload indicators of staffing need (WISN) method is a health worker need calculation based on real workload in every facility. This study was aimed to assess the real need for cook in the Nutrition Department of Pancaran Kasih General Hospital Manado by using WISN method.This was an analytical observational study using quantitative method. Work sampling method was used to acquire the number of activity time for each cookand WISN method was used to calculate the need for cook. The population and samples in this study were 11 cooks from Nutrition Department in Pancaran Kasih General Hospital Manado; all were female. This study also used 6 informants consisted of the Vice Ancillary Hospital Director and Human Resource Department, Head of Human Resource Department, Head of Nutrition Department, and cooks to discuss about the cook staff human resources planning and the workload in the Nutrition Department. The result of the need for cooks using WISN method was 19. Currently,there were only 11 cooks in the Nutrition Department, which meant lack of eight from the calculated ideal. The calculation result for productivity proportion to workforce in Pancaran Kasih General Hospital Nutrition Department was 72.21% which was in normal baseline compared to standard productivity. To date, the hospital plan for cook need used ratio of beds and cooks method. Conclusion: There were eight cooks lacked at the Nutrition Department in Pancaran Kasih General Hospital, albeit, the workload was still within normal baseline, hence the need to add more staff was not urgent. The method to calculate manpower need of the hospital was not yet ideal because it only calculated the number of staffs inspite of the productivity level of staffs in the hospital. It is suggested to add male cooks since the workload was quite heavy and to consider the human resource planning using workload analysis in the future since it is more objective compared to ratio method.Keywords: cooks, WISN, nutrition department, hospitalAbstrak: Dalam upaya menjamin pelaksanaan pelayanan gizi yang optimal di rumah sakit diperlukan adanya perencanaan kebutuhan tenaga di Instalasi Gizi. Workload indicators of staffing need (WISN) adalah metode penghitungan kebutuhan sumber daya manusia (SDM) kesehatan berdasarkan beban kerja pekerjaan nyata yang dilaksanakan oleh tiap kategori SDM kesehatan pada tiap unit kerja fasilitas pelayanan kesehatan. Penelitian ini bertujuan untuk mendapatkan kebutuhan riil tenaga pemasak di Instalasi Gizi RSU Pancaran Kasih GMIM Manado dengan menggunakan meteode WISN.Jenis penelitian ialah observasional analitik dengan metode kualitatif. Metode work sampling digunakan dalam pengamatan untuk mendapatkan jumlah penggunaan waktu setiap aktivitas tenaga pemasak danmetode WISN untuk penghitungan kebutuhan tenaga pemasak. Populasi dan sampel dalam penelitian ialahtenaga pemasak di Instalasi Gizi RSU Pancaran Kasih GMIM Manado yang berjumlah 11 orang berjenis kelamin perempuan. Penelitian ini dilengkapi dengan 6 informan terdiri dari Wakil Direktur Penunjang dan SDM, Kepala Bagian SDM, Kepala Instalasi Gizi, dan tenaga pemasak, yang membahas mengenai perencanaan tenaga pemasak dan beban kerja di Instalasi Gizi.Hasil penghitungan kebutuhan tenaga pemasak dengan metode WISN ialah 19 orang. Saat ini di Instalasi Gizi RSU Pancaran Kasih GMIM Manado memiliki tenaga pemasak sebanyak 11 orang, yang berarti masih kekurangan 8 orang tenaga pemasak. Hasil penghitungan proporsi waktu produktif terhadap beban kerja tenaga pemasak sebesar 72,21%, yang masih dalam batas normal menurut standar produktivitas. Saat ini perencanaan kebutuhan tenaga pemasak di RSU Pancaran Kasih GMIM Manado menggunakan metode rasio antara jumlah tempat tidur rumah sakit dengan jumlah tenaga pemasak.Simpulan: Terdapat kekurangan tenaga pemasak di Instalasi Gizi RSU Pancaran Kasih GMIM Manado sebanyak 8 orang, tetapi karena beban kerjanya masih dalam batas normal, maka penambahan tenaga pemasak sifatnya tidak mendesak. Metode perencanaan kebutuhan tenaga pemasak di RSU Pancaran Kasih GMIM Manado masih kurang tepat karena metode ini hanya mengetahui jumlah tenaga secara total tetapi tidak bisa mengetahui produktivitas SDM rumah sakit, dan kapan tenaga tersebut dibutuhkan oleh setiap unit atau bagian rumah sakit yang membutuhkan. Disarankan penambahan tenaga pemasak berjenis laki-laki karena pekerjaan di Instalasi Gizi cukup berat dan perencanaan kebutuhan tenaga kesehatan ke depan diharapkan menggunakan analisis beban kerja karena lebih obyektif daripada metode rasio.Kata kunci: tenaga pemasak, WISN, instalasi gizi, rumah sakit

An investigation on workload indicator of staffing need: A scoping review

“…[ 35 ] Furthermore, the workload in rural area may be affected by the topography, the climate, and population density in the area[ 42 ] Workload: Typically, auxiliary and nonspecialist employees tend to participate in less challenging and complex works. Therefore, in challenging and complicated tasks, shortages of staff lead to high workload and consequently lower quality[ 21 27 43 ] Supply and demand: Shortage of supply and demand, poor services, poor communication, and inappropriate location of centers are important factors that limit the amount of services delivery[ 24 42 ] In addition to the above-mentioned points, the strengths and weaknesses of the WISN, as well as suggestions for solving the problems, were also extracted and summarized briefly below. …”

“…Workload: Typically, auxiliary and nonspecialist employees tend to participate in less challenging and complex works. Therefore, in challenging and complicated tasks, shortages of staff lead to high workload and consequently lower quality[ 21 27 43 ]…”

“…WISN is a dynamic and useful tool for delivering workload to regional, provincial, and national managers and policy-makers that can be used to improve the equity of distribution of health workers within or among similar types of health centers[ 11 29 ] Practical and realistic method: WISN is based on actual workload, for this reason is much more objective and more favorable than other approaches. [ 23 27 ] The benefits of this method are the use of real workload, which its realistic results can be used to allocate human resources and budgeting optimally. It is also applicable to all levels of health-care services for specific types of employees and even for a specific type of services[ 11 32 ] Forecasting the staffing need: The results of the WISN can be used to review existing human resources, improve the equality of staff distribution between regions and centers, ensure that staff with needed skills and knowledge are available at each level, and estimate the needed staff for newly established places.…”

“…Practical and realistic method: WISN is based on actual workload, for this reason is much more objective and more favorable than other approaches. [ 23 27 ] The benefits of this method are the use of real workload, which its realistic results can be used to allocate human resources and budgeting optimally. It is also applicable to all levels of health-care services for specific types of employees and even for a specific type of services[ 11 32 ]…”

“…The studies target population were nurses,[ 16 17 18 19 20 21 22 23 ] physicians and pharmacists,[ 24 ] laboratory staff,[ 25 ] anesthesiologists,[ 15 26 ] and hospital cooks. [ 27 ]…”