Tetapi dapat dimanfaatkan sebagai salah satu referensi oleh perguruan tinggi yang ingin meningkatkan kinerjanya ke tingkat yang lebih tinggi.Ībdulkadir, D. Hasil dari penelitian ini mungkin tidak dapat digeneralisasi di seluruh Indonesia. Beberapa perbaikan perlu dilakukan dilakukan pada praktik-praktik MSDM seperti: rekrutmen, penilaian kinerja, perencanaan karir dan kompensasi untuk meningkatkan efektivitasnya pada kinerja universitas. Penelitian ini juga mengkonfirmasi bahwa jika universitas ingin meningkatkan kinerjanya ke tingkat yang lebih tinggi, dapat menekankan pada definisi pekerjaan, pelatihan dan partisipasi karyawan. Penelitian ini telah mengkonfirmasi bahwa praktik manajemen sumber daya manusia seperti: perekrutan, pelatihan, penilaian kinerja, perencanaan karir, definisi pekerjaan, partisipasi karyawan, dan kompensasi memiliki hubungan positif dan signifikan terhadap kinerja perguruan tinggi. Kuesioner survei ini terdiri dari 35 item mencakup praktik MSDM dan kinerja perguruan tinggi. Sample dalam penelitian ini adalah seluruh karyawan yang terdiri dari baik dosen maupun tenaga kependidikan perguruan tinggi di Kalimantan. Penelitian ini dilakukan dengan studi SEM-PLS cross-sectional dengan simple random sampling. Penelitian ini bertujuan untuk menguji dampak dari praktik manajemen sumber daya manusia (MSDM) terhadap kinerja organisasi yaitu perguruan tinggi di Kalimantan. Keyword: Public health center, HRH planning, preventive and promotive.Sebagian besar studi tentang praktik manajemen sumber daya manusia hanya berfokus pada pengaruhnya pada kinerja perusahaan terutama di sektor swasta. This causes, there is no common perception among policy makers. Another obstacle in the planning process is waiting for a decision from the Health Office to meet HRH needs and the use of forecasting methods that are not yet clear. This is one of the obstacles that hinders community health centers in HRH planning.
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Public health centers cannot do their own recruits because of budget constraints. As an executor, the community health center can only accept the applicable policies. In the planning process, the community health center only carried out an analysis of the HRH needs and then submitted them to the Health Office which had an important role in the planning process to meet the HRH needs of the community health center. The results of interviews with informants indicated that the community health center did not have a special HRH planning team. Based on the results of the study, public health centers still need personnel such as analysts, nutrition, and sanitation. The informants in this study were the head of the public health center administration as part of staffing and additional informants, namely analysts, nutrition, public health, and sanitation staff. This research is an exploratory research with a qualitative approach that aims to determine the HRH planning process, especially the promotive and preventive public health centers. HRK planning in Jember Regency is still focused on medical personnel.
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The availability of health human resources (HRH) for public health centers, especially laboratory analysts, nutrition, public health, and sanitation, is still not evenly distributed in the Jember district health centers. In accordance with its function, public health centers must have at least five promotive and preventive personnel, namely laboratory, pharmaceutical, nutrition, public health, and sanitation analysts. The provision of health services must be supported by adequate health personnel to support the functioning of the community health center. Public health centers are the first level facilities that seek promotive and preventive services to achieve health status.
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Public health centers are the spearhead in the implementation of health services in Indonesia.