[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-159353-113":3,"detail-sidebar-cat-0-id-113":80,"doc-detail-159353-id":127},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":73,"head_meta":75,"extra_data":77,"updated_unix":79},113,"id","human-resource-management-guidelines-2019-dr-muhammad-zein-regional-general-hospital","Pedoman Pengelolaan Sumber Daya Manusia Tahun 2019 - Rumah Sakit Umum Daerah Dr. Muhammad Zein Painan","","Pedoman Pengelolaan Sumber Daya Manusia Tahun 2019 menetapkan arah dan kerangka kerja pengelolaan SDM di RSUD Dr. Muhammad Zein Painan melalui tahapan mulai dari perencanaan, seleksi, pengelolaan hingga pemberhentian pegawai. Dokumen menegaskan kebutuhan pemenuhan tenaga kesehatan sesuai standar profesi dan kompetensi yang dapat dipertanggungjawabkan untuk setiap unit kerja. Pedoman ini juga mencakup pengaturan layanan SDM bagi seluruh karyawan, baik Non PNS/BLUD maupun PNS, agar proses pelayanan kesehatan bermutu, mendukung kepuasan pelanggan internal, serta mendorong pengembangan SDM secara berkelanjutan.",{"@graph":14,"@context":72},[15,34,55],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/id/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/id/document/penelitian-laporan/","Penelitian & Laporan",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/id/document/human-resource-management-guidelines-2019-dr-muhammad-zein-regional-general-hospital/159353/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/human-resource-management-guidelines-2019-dr-muhammad-zein-regional-general-hospital/159353.png","ImageObject",300,407,{"name":42,"@type":43},"Melati","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-09-20","2026-08-29",true,{"@type":52,"interactionType":53,"userInteractionCount":33},"InteractionCounter",{"@type":54},"ViewAction",{"@type":56,"mainEntity":57},"FAQPage",[58,64,68],{"name":59,"@type":60,"acceptedAnswer":61},"Apa tujuan penyusunan Pedoman Pengelolaan SDM Tahun 2019?","Question",{"text":62,"@type":63},"Pedoman disusun untuk menunjang pencapaian pengelolaan manajemen SDM agar hasilnya baik dan bermutu, sekaligus memastikan pelayanan kesehatan berjalan sesuai standar rumah sakit.","Answer",{"name":65,"@type":60,"acceptedAnswer":66},"Bagaimana ruang lingkup pengelolaan SDM menurut dokumen ini?",{"text":67,"@type":63},"Ruang lingkup meliputi rangkaian kegiatan pelayanan SDM mulai dari perencanaan, seleksi, pengelolaan, sampai pemberhentian pegawai, termasuk pemenuhan kebutuhan tenaga kesehatan tiap unit kerja.",{"name":69,"@type":60,"acceptedAnswer":70},"Apa perbedaan pengelolaan SDM untuk Non PNS/BLUD dan PNS?",{"text":71,"@type":63},"Dokumen menyebut bentuk penyelenggaraan layanan bagi pegawai terdiri dari Non PNS/BLUD dan PNS. Untuk Non PNS/BLUD dimulai dari perencanaan, rekrutmen, dan penentuan standar karyawan yang mengacu pada perjanjian kerja sesuai ketentuan yang berlaku.","https://schema.org",{"og:url":32,"og:type":74,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":76,"canonical":32},"index,follow",{"doc_id":78,"site_id":7},159353,1788016664,{"code":4,"msg":81,"data":82},"success",[83,88,92,96,100,104,107,111,115,119,123],{"id":84,"doc_module":4,"doc_module_name":25,"category_name":85,"show_sort_weight":86,"slug":87},55,"Agama & Spiritualitas",60,"religion-spirituality",{"id":89,"doc_module":4,"doc_module_name":25,"category_name":90,"show_sort_weight":86,"slug":91},48,"Cerita & Novel","story-novel",{"id":93,"doc_module":4,"doc_module_name":25,"category_name":94,"show_sort_weight":86,"slug":95},56,"Gaya Hidup","lifestyle",{"id":97,"doc_module":4,"doc_module_name":25,"category_name":98,"show_sort_weight":86,"slug":99},51,"Komik","comic",{"id":101,"doc_module":4,"doc_module_name":25,"category_name":102,"show_sort_weight":86,"slug":103},53,"Layanan Kesehatan","healthcare",{"id":105,"doc_module":4,"doc_module_name":25,"category_name":29,"show_sort_weight":86,"slug":106},54,"research-report",{"id":108,"doc_module":4,"doc_module_name":25,"category_name":109,"show_sort_weight":86,"slug":110},49,"Sastra","literature",{"id":112,"doc_module":4,"doc_module_name":25,"category_name":113,"show_sort_weight":86,"slug":114},52,"Teknologi","technology",{"id":116,"doc_module":4,"doc_module_name":25,"category_name":117,"show_sort_weight":86,"slug":118},50,"Ujian","exam",{"id":120,"doc_module":4,"doc_module_name":25,"category_name":121,"show_sort_weight":86,"slug":122},57,"Umum","general",{"id":124,"doc_module":4,"doc_module_name":25,"category_name":125,"show_sort_weight":4,"slug":126},181,"Formulir","formulir",{"code":4,"msg":81,"data":128},{"doc_id":78,"user_id":129,"nickname":42,"user_avatar":130,"doc_module":4,"category_id":105,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":33,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":136,"language":137,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":138,"faqs":139,"seo_title":140,"seo_description":12,"update_tm":79,"read_time":141},962085570644,"https://ap-avatar.wpscdn.com/davatar_994ba38a5ba835b3df7d355c54d3ed8d","Pedoman  \nPengelolaan Sumber Daya Manusia Tahun 2019  \nRumah Sakit Umum Daerah Dr. Muhammad Zein Painan  \nJl. Dr. A. Rivai, Painan 25611 Phone : (0756) 21428-21518, Fax. 0756-21398  \nDAFTAR ISI  \nBAB 1 PENDAHULUAN ........................................................................................................... 1  \na. Latar Belakang ........................................................................................................................ 1  \nb. Tujuan .....................................................................................................................................2  \nc. Ruang Lingkup ....................................................................................................................... 3  \nd. Pengertian ............................................................................................................................... 3  \nBAB 2 PERENCANAAN, PENGADAAN DAN PENEMPATAN SDM..............................12  \n2.1.Perencanaan SDM................................................................................................................. 12  \n2.2 Pengadaan SDM ...................................................................................................................23  \n2.3 Orientasi Pegawai Baru ........................................................................................................25  \n2.4 Uraian Jabatan ......................................................................................................................26  \n2.5 Penempatan SDM .................................................................................................................27  \nBAB 3 STANDAR KOMPETENSI, PENGEMBANGAN SDM & POLA KARIR...........29  \n3.1 Standar Kompetensi Sumber Daya Manusia ........................................................................29  \n3.2 Pengembangan SDM ............................................................................................................42  \n3.3 Pola Karier ............................................................................................................................44  \n3.4 Kenaikan Pangkat ................................................................................................................. 54  \nBAB IV DISIPLIN, PEMBINAAN,PENILAIAN KINERJA DANKESEJAHTERAANSDM............................................................................................................................................ 55  \nHak dan Kewajiban.................................................................................................................... 55  \n4.1 Disiplin ................................................................................................................................. 56  \n4.2 Penilaian Kinerja .................................................................................................................. 60  \nBAB V KESEHATAN DAN KESELAMATAN KERJA......................................................70  \nBAB VI PEMBERHENTIAN ..................................................................................................72  \nBAB VII SISTEM INFORMASI KEPEGAWAIAN.............................................................76  \nBAB VIII PENUTUP................................................................................................................80  \nBAB I  \nPENDAHULUAN  \na. Latar Belakang  \nBagian Sumber Daya Manusia adalah unit kerja struktural di RSUD Dr.Muhammad Zein Painan yang memberikan pelayanan dan pemenuhan sumber daya manusia padapelanggan internal khususnya tenaga kesehatan, sesuai dengan standar profesi dan mempunyai kompetensi yang dapat dipertanggung jawabkan mulai dari perencanaan, seleksi, pengelolaan sampai dengan pemberhentian pegawai. Seleksi tenaga kesehatan tersebut harus dapat memenuhi permintaan atau kebutuhan dari setiap unit kerja yang ada di rumah sakit.  \nUntuk dapat menunjang pencapaian dalam hal pengelolaan manajemen sumber dayam","cbCaiag3CL0uIcWM","https://ap.wps.com/l/cbCaiag3CL0uIcWM","pdf",1928302,77,"Indonesian","# BAB 1 PENDAHULUAN\n## Latar Belakang\n## Tujuan\n## Ruang Lingkup\n## Pengertian\n# BAB 2 PERENCANAAN, PENGADAAN DAN PENEMPATAN SDM\n## Perencanaan SDM\n## Pengadaan SDM\n## Orientasi Pegawai Baru\n## Uraian Jabatan\n## Penempatan SDM\n# BAB 3 STANDAR KOMPETENSI, PENGEMBANGAN SDM & POLA KARIR\n## Standar Kompetensi Sumber Daya Manusia\n## Pengembangan SDM\n## Pola Karier\n## Kenaikan Pangkat\n# BAB IV DISIPLIN, PEMBINAAN, PENILAIAN KINERJA DAN KESEJAHTERAAN SDM\n## Disiplin\n## Penilaian Kinerja\n# BAB V KESEHATAN DAN KESELAMATAN KERJA\n# BAB VI PEMBERHENTIAN\n# BAB VII SISTEM INFORMASI KEPEGAWAIAN\n# BAB VIII PENUTUP","[{\"question\":\"Apa tujuan penyusunan Pedoman Pengelolaan SDM Tahun 2019?\",\"answer\":\"Pedoman disusun untuk menunjang pencapaian pengelolaan manajemen SDM agar hasilnya baik dan bermutu, sekaligus memastikan pelayanan kesehatan berjalan sesuai standar rumah sakit.\"},{\"question\":\"Bagaimana ruang lingkup pengelolaan SDM menurut dokumen ini?\",\"answer\":\"Ruang lingkup meliputi rangkaian kegiatan pelayanan SDM mulai dari perencanaan, seleksi, pengelolaan, sampai pemberhentian pegawai, termasuk pemenuhan kebutuhan tenaga kesehatan tiap unit kerja.\"},{\"question\":\"Apa perbedaan pengelolaan SDM untuk Non PNS/BLUD dan PNS?\",\"answer\":\"Dokumen menyebut bentuk penyelenggaraan layanan bagi pegawai terdiri dari Non PNS/BLUD dan PNS. Untuk Non PNS/BLUD dimulai dari perencanaan, rekrutmen, dan penentuan standar karyawan yang mengacu pada perjanjian kerja sesuai ketentuan yang berlaku.\"}]","Pedoman Pengelolaan Sumber Daya Manusia Tahun 2019 - Rumah Sakit Umum Daerah Dr. Muhammad Zein Painan | PDF",119]