Implementasi Manajemen Sumber Daya Manusia di RSI PKU Muhammadiyah Maluku Utara: Implementation of Human Resource Management at RSI PKU Muhammadiyah North Maluku - Taslim, Ali Akbar; Alwi, Muhammad Khidri; Rusydi, Arni Rizqiani; Yusriani, Yusriani; Muchlis, Nurmiati; Hamzah, Wardiah (Journal of Aafiyah Health Research (JAHR), 2025)
ABSTRAK Latar Belakang: Manajemen sumber daya manusia (SDM) merupakan elemen penting dalam mendukung mutu pelayanan di rumah sakit. Implementasi manajemen SDM yang optimal meliputi fungsi perencanaan, rekrutmen, pemberian kompensasi, dan penilaian kinerja. Tujuan: Untuk menganalisis implementasi manajemen sumber daya manusia di RSI PKU Muhammadiyah Maluku Utara. Metode: Penelitian ini menggunakan pendekatan kualitatif dengan metode studi kasus. Informan kunci dalam penelitian ini adalah Kepala SDM, Kepala Pelayanan Medis, dan Kepala Keperawatan. Informan biasa terdiri dari dokter, perawat, bidan, serta staf administrasi yang mengalami langsung pelaksanaan manajemen SDM. Data dikumpulkan melalui wawancara mendalam dan dianalisis secara tematik. Hasil: Perencanaan SDM telah dilakukan secara partisipatif dan berbasis kebutuhan unit, meskipun masih terkendala oleh keterbatasan anggaran dan distribusi tenaga kerja yang belum merata. Rekrutmen dilaksanakan berdasarkan analisis kebutuhan, namun beberapa posisi masih diisi oleh tenaga yang tidak sesuai bidangnya. Kompensasi belum sepenuhnya mencerminkan beban kerja dan peran ganda pegawai, terutama pada tenaga kontrak dan non-PNS. Penilaian kinerja belum terstruktur secara sistematis dan belum dikaitkan langsung dengan promosi, pelatihan, atau insentif. Kesimpulan: Implementasi manajemen SDM di RSI PKU Muhammadiyah Maluku Utara sudah berjalan, namun belum optimal. Diperlukan penguatan sistem perencanaan, rekrutmen berbasis kompetensi, pemberian kompensasi yang adil, serta penilaian kinerja yang terukur dan terintegrasi. ABSTRACT Background: Human resource management (HRM) is an important element in supporting the quality of service in hospitals. Optimal implementation of HR management includes planning, recruitment, compensation, and performance appraisal functions. Objective: To analyze the implementation of human resource management at RSI PKU Muhammadiyah North Maluku. Method: This research uses a qualitative approach with a case study method. The key informants in this study were the Head of HR, Head of Medical Services, and Head of Nursing. Ordinary informants consisted of doctors, nurses, midwives, and administrative staff who directly experienced the implementation of HR management. Data were collected through in-depth interviews and analyzed thematically. Results: HR planning has been carried out in a participatory manner and based on unit needs, although it is still constrained by budget limitations and uneven distribution of labor. Recruitment is carried out based on needs analysis, but some positions are still filled by personnel who are not in accordance with their fields. Compensation does not fully reflect the workload and multiple roles of employees, especially for contract and non-civil servants. Performance appraisals have not been systematically structured and have not been directly linked to promotions, training or incentives. Conclusion: The implementation of HR management at RSI PKU Muhammadiyah North Maluku has been running, but not yet optimal. It is necessary to strengthen the planning system, competency-based recruitment, fair compensation, and measurable and integrated performance appraisal.