ANALISIS SISTEM PENGAWASAN SDM DALAM
MELAKSANAKAN BUDAYA KERJA PADA
RSUD ULIN KODYA BANJARMASIN
Total View This Week0
Total View This Week0
Institusion
Universitas Islam Kalimantan M A B Banjarmasin
Author
RACHMAN, TAUFIQ HAIRUL
Subject
HB Economic Theory
Datestamp
2022-08-06 03:09:29
Abstract :
Upaya penerapan budaya kerja bukan saja tugas dan tanggung jawab pihak pimpinan perusahaan, tetapi juga merupakan tanggung jawab seluruh karyawan terutama yang secara langsung berhubungan dengan tenaga kerja. Untuk itu diperlukan pengawasan sumber daya manusia/karyawan, sehingga budaya kerja benar-benar bisa diterapkan, kinerja perusahaan meningkat dan tenaga kerja sebagai peserta akan mendapat kepuasan maksimal. Pengawasan adalah sualu proses untuk menetapkan pekerjaan yang sudah dilaksanakan, menilainya dan mengoreksi bila perlu dengan maksud supaya pelaksanaan pekerjaan sesuai dengan rencana semula. Pengawasan bertujuan agar jumlah, kualitas, kemampuan, keterampilan dan disiplin manusia di dalam perusahaan yang bersangkutan benar-benar sesuai dengan yang diharapkan tersebut. Teknik pelaksanaan fungsi pengawasan pada RSUD Ulin Kodya Banjarmasin Kalimantan Selatan paling menonjol adalah pengawasan langsung, selain itu berdasarkan hasil penelitian budaya kerja perusahaan tampaknya belum terlaksana secara maksimal sehingga pimpinan perlu mengambil langkah-Iangkah dalam melaksanakan budaya kerja di perusahaan tersebut. Pimpinan perusahaan kurang melakukan pengawasan terhadap pelaksanaan budaya kerja sehingga perlu ditingkatkan kedisiplinan, semangat kerjasama dan pengawasan terhadap karyawan agar produktivitas kerja meningkat Efforts to implement a work culture are not only the duties and responsibilities of the company leadership, but also the responsibility of all employees, especially those directly related to the workforce. For this reason, it is necessary to supervise human resources/employees, so that the work culture can really be applied, the company's performance increases and the workforce as participants will get maximum satisfaction. Supervision is a process to determine the work that has been carried out, evaluate it and correct it if necessary with the intention that the implementation of the work is in accordance with the original plan. Supervision aims to ensure that the number, quality, ability, skill and discipline of the people in the company are in accordance with the expectations. The technique of implementing the supervisory function at Ulin Kodya Hospital, Banjarmasin, South Kalimantan, is the most prominent is direct supervision, besides that based on the results of research the company's work culture does not seem to have been implemented optimally so that leaders need to take steps in implementing the work culture in the company. Company leaders do not supervise the implementation of work culture so that it is necessary to increase discipline, spirit of cooperation and supervision of employees so that work productivity increases.
Upaya penerapan budaya kerja bukan saja tugas dan tanggung jawab pihak pimpinan perusahaan, tetapi juga merupakan tanggung jawab seluruh karyawan terutama yang secara langsung berhubungan dengan tenaga kerja. Untuk itu diperlukan pengawasan sumber daya manusia/karyawan, sehingga budaya kerja benar-benar bisa diterapkan, kinerja perusahaan meningkat dan tenaga kerja sebagai peserta akan mendapat kepuasan maksimal. Pengawasan adalah sualu proses untuk menetapkan pekerjaan yang sudah dilaksanakan, menilainya dan mengoreksi bila perlu dengan maksud supaya pelaksanaan pekerjaan sesuai dengan rencana semula. Pengawasan bertujuan agar jumlah, kualitas, kemampuan, keterampilan dan disiplin manusia di dalam perusahaan yang bersangkutan benar-benar sesuai dengan yang diharapkan tersebut. Teknik pelaksanaan fungsi pengawasan pada RSUD Ulin Kodya Banjarmasin Kalimantan Selatan paling menonjol adalah pengawasan langsung, selain itu berdasarkan hasil penelitian budaya kerja perusahaan tampaknya belum terlaksana secara maksimal sehingga pimpinan perlu mengambil langkah-Iangkah dalam melaksanakan budaya kerja di perusahaan tersebut. Pimpinan perusahaan kurang melakukan pengawasan terhadap pelaksanaan budaya kerja sehingga perlu ditingkatkan kedisiplinan, semangat kerjasama dan pengawasan terhadap karyawan agar produktivitas kerja meningkat Efforts to implement a work culture are not only the duties and responsibilities of the company leadership, but also the responsibility of all employees, especially those directly related to the workforce. For this reason, it is necessary to supervise human resources/employees, so that the work culture can really be applied, the company's performance increases and the workforce as participants will get maximum satisfaction. Supervision is a process to determine the work that has been carried out, evaluate it and correct it if necessary with the intention that the implementation of the work is in accordance with the original plan. Supervision aims to ensure that the number, quality, ability, skill and discipline of the people in the company are in accordance with the expectations. The technique of implementing the supervisory function at Ulin Kodya Hospital, Banjarmasin, South Kalimantan, is the most prominent is direct supervision, besides that based on the results of research the company's work culture does not seem to have been implemented optimally so that leaders need to take steps in implementing the work culture in the company. Company leaders do not supervise the implementation of work culture so that it is necessary to increase discipline, spirit of cooperation and supervision of employees so that work productivity increases.
Download
book
BibTex
Latex, Jabref
cloud_download
Original Resource
url resource Institution
