THE EFFECT OF EMPLOYEES MOTIVATION TOWARDS EMPLOYEE PERFORMANCE IN RSUD SUMEDANG

• Main Author: Magistra (19015105), Aldilla
• Format: Final Project
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/25311
• Institution: Institut Teknologi Bandung

Hospital is a service institution that has specific and distinctive human resource, infrastructures and <br /> <br /> uses of medical tools. Hospital is capital-intensive, human resource-intensive and technology and <br /> <br /> science-intensive. Called of being capital-intensive due to its need on high number of investment to <br /> <br /> cover all equipment needs. While, human resource-intensive due to in hospital there are a lot of <br /> <br /> profession and a number of employees. Ultimately, hospital is a technology and science-intensive due <br /> <br /> to its uses of advanced technology of medical tools that only a doctor would be permitted to <br /> <br /> demonstrate. <br /> <br /> RSUD (Regional General Hospital) Sumedang is the only state-owned hospital operating in Sumedang <br /> <br /> regency and becomes the hub to be referred to within this area. Within these years, RSUD Sumedang’s <br /> <br /> employees performance are declining. This situation happens because the employee is dissatisfied and <br /> <br /> have no motivation because of its performance evaluation system. According to General and nursery <br /> <br /> department’s (Bagian Umum dan Keperawatan) and Employees’ point of view, it is discovered that the <br /> <br /> employee performance system is badly unstructured and non-objective. The improvement is not able to <br /> <br /> increase employee performance. Therefore, improvement must be rearranged in the overall employee <br /> <br /> performance management to solve this problem. <br /> <br /> This research aims to improve the employee performance in RSUD Sumedang. The improvement <br /> <br /> attempt is started by creating motivation workshop and conduct job analysis. The new performance <br /> <br /> management system is also expected to assist employee to do their job analysis more efficiently. The <br /> <br /> result of the employee motivation improvement would be a consideration to new performance <br /> <br /> management system comparing to existing system. From the analysis, it can be concluded that the <br /> <br /> improved system is able to eliminate the problem and improve employee performance in RSUD <br /> <br /> Sumedang.