Persepsi Kepala Ruangan tentang Hasil Recruitment Perawat Berbasis Kompetensi
Abstract
This study explores the perceptions of the head of the room about the recruitment results of competency-based nurses at Santa Elisabeth Hospital Medan. The research method used is qualitative research with a phenomenological design. The results of this study obtained six main themes, namely: 1) the purpose of recruitment, 2) improvements made in recruitment, 3) obstacles to recruitment implementation, 4) benefits of recruitment, 5) supporting factors for the performance of recruitment, 6) expectations of recruitment results. In conclusion, the head of the room's perception of competency-based nurse recruitment results can help the recruitment team, who is also a part of hospital management, obtain professional and competent nurses according to service needs.
Keywords: Competence, Nurse, Recruitment
References
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Singh, S. (2020). Nursing Humanities, Nurturing Compassion: Sustaining the Global Nursing and Midwifery Agenda. Research & Humanities in Medical Education, 7, 1–3. https://www.rhime.in/ojs/index.php/rhime/article/view/253/271
Steele-Moses, S. (2018). Recruitment Attributes Important to New Nurse Graduates Employed on Adult Medical-Surgical Units. Medsurg Nursing, 27(5), 310-328. http://ovidsp.ovid.com/ovidweb.cgi?T=JS&PAGE=reference&D=ovftt&NEWS=N&AN=00008484-201809000-00009
Ashwood, L., Macrae, A., & Marsden, P. (2018). Recruitment And Retention In General Practice Nursing: What About Pay? Practice Nursing, 29(2), 83–87. https://doi.org/10.12968/pnur.2018.29.2.83
Aulia, A. F. (2019). Analisis Pelaksanaan Rekrutmen dan Seleksi Calon Karyawan Baru di RSIA Kendangsari MERR Surabaya. Medical Technology and Public Health Journal, 3(2), 107–119. DOI: 10.33086/mtphj.v3i2.690
Beech, J., Bottery, S., Charlesworth, A., Evans, H., Gershlick, B., Hemmings, N., Imison, C., Kahtan, P., McKenna, H., & Murray, R. (2019). Closing The Gap: Key Areas For Action On The Health And Care Workforce. London, UK: Kings Fund. https://www.kingsfund.org.uk/publications/closing-gap-health-care-workforce
Carpentier, M., Van, H. G., Stockman, S., Schollaert, E., Van Theemsche, B., & Jacobs, G. (2017). Recruiting Nurses Through Social Media: Effects On Employer Brand And Attractiveness. Journal of Advanced Nursing, 73(11), 2696–2708. DOI: 10.1111/jan.13336
Coustas, E. L. (2019). Factors Impacting the Retention of Registered Nurses Recruited From India to Work in South African Hospitals: A Case Study. International Journal of Africa Nursing Sciences, 10, 6–13. DOI: 10.1016/j.ijans.2018.11.003
Gion, T., & Abitz, T. (2019). An Approach to Recruitment and Retention of Certified Nursing Assistants Using Innovation and Collaboration. Journal of Nursing Administration, 49(7–8), 354–358. https://doi.org/10.1097/NNA.0000000000000767
Glasper, A. (2020). Strategies to Enhance Nursing Recruitment. British Journal of Healthcare Assistants, 14(2), 70–73. DOI: 10.12968/bjha.2020.14.2.70
Gunawan, J., Aungsuroch, Y., & Fisher, M. L. (2019). Competence-Based Human Resource Management in Nursing: A Literature Review. Nursing Forum, 54(1), 91–101. https://doi.org/10.1111/nuf.12302
Hisgen, S. A., Page, N. E., Thornlow, D. K., & Merwin, E. I. (2018). Reducing RN Vacancy Rate: A Nursing Recruitment Office Process Improvement Project. Jona: The Journal of Nursing Administration, 48(6), 316–322. DOI: 10.1097/NNA.0000000000000621
Hovland, G., Kyrkjebø, D., Andersen, J. R., & Råholm, M. B. (2018). Self-Assessed Competence among Nurses Working in Municipal Health-Care Services in Norway. British Journal of Community Nursing, 23(4), 162–169. DOI: 10.12968/bjcn.2018.23.4.162
Indriani, I. (2018). Pengaruh Kompetensi dan Beban Kerja terhadap Kinerja Pelaksanaan Asuhan Keperawatan pada Bagian Rawat Inap Rumah Sakit Umum Dr Slamet Garut. Jurnal Wacana Ekonomi, 17(2), 25–32. https://journal.uniga.ac.id/index.php/JA/article/view/332
Johnson, A. M., Jones, S. B., Duncan, P. W., Bushnell, C. D., Coleman, S. W., Mettam, L. H., Kucharska-Newton, A. M., Sissine, M. E., & Rosamond, W. D. (2018). Hospital Recruitment for a Pragmatic Cluster-Randomized Clinical Trial: Lessons Learned from the Compass Study. Trials, 19(1), 1–9. DOI: 10.1186/s13063-017-2434-1
KARS, K. A. R. (2017). Standar Nasional Akreditasi Rumah Sakit Edisi 1. Jakarta: KARS
Kordes, J., Pütz, R., & Rand, S. (2020). Analyzing Migration Management: On the Recruitment of Nurses to Germany. Social Sciences, 9(2), 19. DOI: 10.3390/socsci9020019
Kumaladewi, A. (2018). Efektifitas Rekrutmen dan Seleksi dalam Memenuhi Kebutuhan Tenaga Perawat di RSIA Muslimat Jombang. Parsimonia-Jurnal Ekonomi Dan Bisnis, 5(1), 29–40. https://jurnal.machung.ac.id/index.php/parsimonia/article/view/165
Marć, M., Bartosiewicz, A., Burzyńska, J., Chmiel, Z., & Januszewicz, P. (2019). A Nursing Shortage–A Prospect of Global and Local Policies. International Nursing Review, 66(1), 9–16. DOI: 10.1111/inr.12473
Mbugua, R. W. K., & Kamaara, M. (2017). Influence of Recruitment and Selection Criteria on EMmployee Retention in the Insurance Industry in Kenya. Journal of Human Resource and Leadership, 2(7), 17–40. DOI: 10.47604/jhrl.484
Molokomme, V. K., Seekoe, E., & Goon, D. T. (2018). The Perception of Professional Nurses About the Introduction of the National Health Insurance (NHI) in A Private Hospital in Gauteng, South Africa. The Open Public Health Journal, 11(1), 234-242. DOI: 10.2174/1874944501811010234
Muslim, A., & Sutinah, S. (2020). Pengembangan Karier Profesional Perawat Non PNS di Rumah Sakit X. Jurnal Manajemen Kesehatan Yayasan RS. Dr. Soetomo, 6(1), 16–27. DOI: 10.29241/jmk.v6i1.262
Ost, K., Blalock, C., Fagan, M., Sweeney, K. M., & Miller-Hoover, S. R. (2020). Aligning Organizational Culture And Infrastructure to Support Evidence-Based Practice. Critical Care Nurse, 40(3), 59–63. DOI: 10.4037/ccn2020963
Permatasari, A. D. S. (2019). Pengaruh Pemasaran Internal terhadap Kepuasan Kerja Perawat di Ruang Rawat Inap Rumah Sakit Islam Faisal di Kota Makassar. Jurnal Mitrasehat, 9(2), 650-663. https://journal.stikmakassar.com/a/article/view/53
Renteria, A. (2020). Recruiting and Retaining NP Preceptors. DNP_QUALIFYING, 88. https://repository.usfca.edu/dnp_qualifying/28
Silviana, S., & Darmawan, E. S. (2019). Analisis Standar Kompetensi Tenaga Kesehatan di Rumah Sakit Bhakti Yudha Depok Tahun 2017. Jurnal Administrasi Rumah Sakit Indonesia, 4(1), 35-47. DOI: http://dx.doi.org/10.7454/arsi.v4i1.3204
Singh, S. (2020). Nursing Humanities, Nurturing Compassion: Sustaining the Global Nursing and Midwifery Agenda. Research & Humanities in Medical Education, 7, 1–3. https://www.rhime.in/ojs/index.php/rhime/article/view/253/271
Steele-Moses, S. (2018). Recruitment Attributes Important to New Nurse Graduates Employed on Adult Medical-Surgical Units. Medsurg Nursing, 27(5), 310-328. http://ovidsp.ovid.com/ovidweb.cgi?T=JS&PAGE=reference&D=ovftt&NEWS=N&AN=00008484-201809000-00009
Published
2020-12-05
Section
Articles
Copyright (c) 2020 Ernita Rante Rupang, Nurmaini Nurmaini, Roymond H. Simamora
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
