Program Retensi Perawat untuk Mengurangi Turnover Perawat Non PNS di Rumah Sakit X - Ahmad Muslim; Sutinah Sutinah (STIKes Patria Husada Blitar, 2020)
Rumah sakit harus mampu mempertahankan pegawai, terutama tenaga kesehatan seperti perawat, hal ini dilakukan agar rumah sakit dapat mempertahankan eksistensinya. Angka turnover yang tinggi merupakan sebuah ancaman bagi rumah sakit, oleh karena itu dibutuhkan program retensi pegawai untuk mempertahankan pegawai dari turnover intention. Penelitian ini bertujuan untuk mengetahui gambaran proses pengembangan perawat non PNS di Rumah Sakit X. Penelitian ini menggunakan metode kualitatif dengan jenis penelitian deskriptif. Data diperoleh melalui wawancara terhadap perawat PNS, perawat non PNS, perawat yang telah resign, dan pihak manajemen Rumah Sakit X. Hasil penelitian ini menunjukkan bahwa Rumah Sakit X telah melaksanakan program retensi pegawai, namun belum bisa menurunkan angka turnover perawat non PNS. Sistem remunerasi yang merupakan program retensi pegawai perlu ditinjau ulang, karena dengan adanya sistem remunerasi, turnover perawat non PNS semakin meningkat. Turnover perawat non PNS di Rumah Sakit X disebabkan oleh kepastian karier dan kesejahteraan pegawai yang kurang. Program retensi pegawai di Rumah Sakit X harus fokus pada faktor penyebab turnover perawat non PNS, agar program retensi pegawai dapat dirancang dengan baik. Pihak manajemen Rumah Sakit X harus melakukan analisa yang tepat dan melihat berbagai dampak yang akan muncul dari penerapan program retensi pegawai tersebut.Â A hospital must be able to retain employees, especially health workers such as nurses, this is done so that the hospital can maintain its existence. High turnover is a threat to the hospital. Therefore, employee retention programs are needed to keep employees from turnover intentions. This study aims to determine the description of the process of developing non-civil servant nurses in Hospital X. This study uses qualitative methods with a descriptive research type. Data obtained through interviews with civil servant nurses, non-civil servant nurses, nurses who have resigned, and the management of Hospital X. The results of this study indicate that Hospital X has implemented an employee retention program, but has not been able to reduce the turnover rate of non-civil servant nurses. The remuneration system which is an employee retention program needs to be reviewed because, with the remuneration system, the turnover of non-civil servant nurses is increasing. The turnover of non-civil servant nurses at Hospital X was caused by career certainty and lack of employee welfare. The employee retention program at Hospital X must focus on the factors that cause the turnover of non-civil servant nurses so that the employee retention program can be well designed. The management of Hospital X must conduct appropriate analysis and see the various impacts that will arise from the application of the employee retention program.