Analisis Risiko Proses Rekrutmen Pegawai Non-ASN (Studi Kasus RSUD Maria Walanda Maramis Kabupaten Mnahasa Utara)

Iin, Brenda (2023) Analisis Risiko Proses Rekrutmen Pegawai Non-ASN (Studi Kasus RSUD Maria Walanda Maramis Kabupaten Mnahasa Utara). S2 thesis, Universitas Kristen Indonesia.

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Abstract

Dengan status RSUD Maria Walanda Maramis yang sekarang adalah juga sebagai BLUD maka rumah sakit mendapatkan kewenangan untuk mengatur fleksibilitas demi peningkatan pelayanan termasuk dengan melakukan rekrutmen sendiri yang sebelumnya harus melalui Pemerintah Daerah. Fleksibilitas diberikan dalam Perencanaan, Pengadaan, Rekrutmen dan Penerimaan Pegawai Tidak Tetap (THL) maka RSUD Maria Walanda Maramis melaksakan rekrutmen Pegawai Non-ASN. Tentunya yang menjadi dasar dilakukannya rekrutmen karna rumah sakit mempunyai ruang lingkup kerja yang sangat banyak terbagi dalam 3 bagian yaitu bagian Administrasi umum dan keuangan, bidang pelayanan medis dan keperawatan dan bidang pelayanan penunjang. Sebagai Rumah Sakit Umum Daerah jumlah ASN di RSUD Maria Walanda Maramis hanya 110 PNS dan 24 CPNS. Dengan jumlah ini tentunya tidak akan cukup untuk mengcover semua jenis kegiatan yang ada di Rumah Sakit yang sedang dalam pengembangan jadi tidak akan cukup hanya dengan tenaga ASN maka perlu untuk dilakukan rekrutmen pegawai Non-ASN. Berbagai kegiatan dilaksanakan mulai dari Perencanaan, Pelaksanaan, Penerimaan dan penempatan dan Evaluasi kinerja. Selama proses tersebut ditemukan adanya pegawai yang tidak memenuhi persyaratan secara kuantitatif dan kualitatif, dengan 2 KTD atau kejadian yang tidak diinginkan. KTD yang pertama adanya formasi kosong atau tidak ada pelamar nilai risikonya 16 dengan status besar dan KTD yang kedua didapati selama evaluasi adanya pegawai yang berkelakukan kurang baik nilai risikonya 12 dengan status sedang. Mitigasi Risiko KTD adalah dengan Penerapan TARIF GCG and Compliance. Berdasarkan hasil pengukuran dan penilaian risiko KTD diatas maka dilakukan evaluasi untuk pengambilan keputusan penanganan risiko yang ada agar menurunkan atau meminimalkan risiko sampai paling minimum. / With the current status of RSUD Maria Walanda Maramis as a BLUD, the hospital has the authority to regulate flexibility to improve services, including by carrying out its own recruitment, which previously had to go through the Regional Government. Flexibility is given in Planning, Procurement, Recruitment and Acceptance of Non- Permanent Employees (THL), so RSUD Maria Walanda Maramis carries out recruitment of Non-ASN Employees. Of course, the basis for recruitment is because hospitals have a very large scope of work, divided into 3 parts, namely the general administration and finance section, the medical and nursing services sector and the supporting services sector. As a Regional General Hospital, the number of ASNs at Maria Walanda Maramis Regional Hospital is only 110 civil servants and 24 CPNS. This number will certainly not be enough to cover all types of activities in hospitals that are currently under development, so it will not be enough to just have ASN staff, so it is necessary to recruit non-ASN employees. Various activities are carried out starting from planning, implementation, acceptance and placement and performance evaluation. During this process, it was discovered that there were employees who did not meet the requirements quantitatively and qualitatively, with 2 adverse events or undesirable events. The first KTD had empty formations or no applicants, the risk value was 16 with high status and the second KTD was found during the evaluation of employees who behaved poorly, the risk value was 12 with medium status. Mitigating the risk of adverse events is by implementing TARIF GCG and Compliance. Based on the results of the measurement and assessment of the risk of adverse events above, an evaluation is carried out to make decisions on handling existing risks in order to reduce or minimize risks to the minimum.

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