Puteri, Selma Farista Yulia (2016) Analisis Beban Kerja Dan Pekerjaan Untuk Mendesain Sistem Insentif (Studi Kasus: Rumah Sakit Pupuk Kaltim). Undergraduate thesis, Institut Teknologi Sepuluh Nopember.
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Abstract
Berdasarkan survey yang telah dilakukan oleh instansi tertentu, lebih dari
50% pekerja di Indonesia merasa kurang puas dengan pekerjaannya disebabkan
oleh beberapa faktor, salah satunya yakni gaji. Sementara itu, beban kerja tinggi
di Rumah Sakit Pupuk Kaltim menyebabkan beberapa karyawan merasa kurang
termotivasi. Akan tetapi, kebijakan Rumah Sakit Pupuk Kaltim saat ini memutuskan
untuk tidak merekrut karyawan baru. Rotasi kerja juga sulit dilakukan karena tiap
pekerjaan di rumah sakit membutuhkan keterampilan khusus di tiap unit. Sehingga
desain sistem insentif dibangun untuk mengapresiasi beban kerja aktual dari
karyawan. Selain beban kerja, desain sistem insentif juga mempertimbangkan
analisis pekerjaan. Penelitian dilakukan di unit Rekam Medik, unit IGD, dan unit
Rawat Inap.
Penilaian secara objektif menggunakan SNI 7269:2009 menunjukkan
bahwa beban kerja di unit Rekam Medik 289,96 kkal/jam (sedang), di unit IGD
143,65 kkal/jam (ringan), dan di unit Rawat Inap 119,18 kkal/jam (ringan).
Sementara itu, penilaian secara subjektif menggunakan NASA-TLX menunjukkan
bahwa beban kerja di unit Rekam Medik 79,75 (tinggi), di unit IGD 82,01 (sangat
tinggi), dan unit Rawat Inap 78,40 (tinggi). Pekerjaan dinilai menggunakan Hay
Job Evaluation dan menghasilkan skor 295 untuk unit Rekam Medik dan 394 untuk
unit IGD dan Rawat Inap. Desain sistem insentif dibangun dengan menentukan
rasio tertentu untuk beban kerja dan grade pekerjaan. Dengan
mengimplementasikan desain sistem insentif ini, unit dengan grade yang lebih
rendah dapat menerima insentif lebih jika rasio yang ditetapkan untuk beban kerja
tinggi.
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Based on survey that already conducted by certain institution, more than
50% of worker in Indonesia were not satisfied with their current job due to several
factors such as salary. Meanwhile high workload in Rumah Sakit Pupuk Kaltim
caused several employees feel low motivation. However, current policy of Rumah
Sakit Pupuk Kaltim decided to not recruit more employees. Job rotation also
difficult to be implemented since each job in the hospital require specific skill for
each unit. Thus, incentive system design was developed to appreciate employees’
actual workload. Besides workload, incentive system design also considered the job
analysis. Research was conducted in Medical Record unit, IGD unit, and Inpatient
unit.
Objective assessment based on SNI 7269:2009 showed that workload in
Medical Record unit was 289.96 kcal/hour (medium), in IGD unit was 143.65
kcal/hour (light), and in Inpatient unit was 119.18 kcal/hour (light). Meanwhile
from subjective assessment using NASA-TLX, workload in Medical Record unit
was 79.75 (high), in IGD unit was 82.01 (very high), and Inpatient unit was 78.40
(high). Job was assessed using Hay Job Evaluation and generated score of 295 for
Medical Record unit and 394 for both IGD and Inpatient units. The incentive system
design was developed by determining certain ratio for workload and job grading.
By implementing this incentive system design, unit with lower grading score was
able to receive more incentive if ratio for workload was high.
| Item Type: | Thesis (Undergraduate) |
|---|---|
| Additional Information: | RSI 658.306 Put w |
| Uncontrolled Keywords: | Beban Kerja, Hay Job Evaluation, Isentif, NASA-TLX, SNI 7269:2009 |
| Subjects: | H Social Sciences > HF Commerce > HF5549 Job analysis. Personnel management. Employment management |
| Divisions: | Faculty of Industrial Technology and Systems Engineering (INDSYS) > Industrial Engineering > 26201-(S1) Undergraduate Thesis |
| Depositing User: | Mr. Tondo Indra Nyata |
| Date Deposited: | 19 Mar 2020 06:47 |
| Last Modified: | 19 Mar 2020 06:47 |
| URI: | http://repository.its.ac.id/id/eprint/75512 |
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