Tag Archives: perawat Indonesia

Perawat Butuh Pelatihan untuk Mendapat Sertifikasi Internasional

Sumber: http://lifestyle.kompas.com/read/2016/03/23/180500023/Perawat.Butuh.Pelatihan.untuk.Mendapat.Sertifikasi.Internasional

KOMPAS.com – Perawat termasuk profesi yang terkena dampak kebijakan di era Masyarakat Ekonomi ASEAN. Untuk meningkatkan daya saing perawat dalam liberalisasi sektor layanan kesehatan, kompetensi tenaga kesehatan itu perlu ditingkatkan, baik penguasaan bahasa asing maupun teknologi.

Menteri Kesehatan Nila F Moeloek mengemukakan hal itu dalam sambutan tertulis yang dibacakan Direktur Pengendalian Penyakit Menular Langsung Kementerian Kesehatan Sigit Priohutomo pada Pameran dan Konferensi Internasional Keperawatan, Selasa (22/3), di Jakarta.

Menurut Nila, perawat termasuk profesi kesehatan yang terdampak kebijakan Masyarakat Ekonomi ASEAN (MEA). Untuk menjawab tantangan pada era pasar bebas, perawat perlu mengedepankan nilai profesionalitas, daya kompetensi, dan penguasaan bahasa asing.

Sejauh ini, upaya Kemenkes dalam menghadapi tantangan global antara lain menguatkan regulasi domestik, yakni Undang-Undang Nomor 38 Tahun 2014 tentang Keperawatan. Kementerian itu juga meningkatkan standar layanan keperawatan di rumah sakit dan puskesmas, menata sistem registrasi bagi perawat, serta menertibkan sertifikasi dan lisensi perawat. “Kami membuat kebijakan mengintegrasikan bidang pendidikan dengan pelatihan kerja agar kompetensi kerja diakui,” ujarnya.

Penguatan tenaga kerja keperawatan juga terkait peran pemerintah (Kemenkes), fasilitas layanan kesehatan, dan organisasi profesi. Kunci menghadapi tantang era globalisasi ialah meningkatkan pengetahuan dan kecakapan perawat Indonesia agar bisa bersaing di pasar internasional. Pengiriman tenaga kerja profesional ke luar negeri meningkatkan ekonomi nasional.

“Secara umum, perawat Indonesia memenuhi standar kompetensi nasional. Namun, kecakapan berbahasa Inggris masih jadi kendala,” kata Kepala Pusat Peningkatan Mutu Sumber Daya Manusia Kesehatan Kemenkes Yuti Suhartati. Standar kompetensi yang terpenuhi meliputi kemampuan, pengetahuan, dan sikap perawat saat bertugas. Namun, pengiriman perawat Indonesia ke luar negeri terkendala kemampuan bahasa asing.

Kemampuan komunikasi

Penguasaan bahasa jadi kunci berkomunikasi sebab pelayanan kesehatan memuaskan sulit tercapai tanpa kemampuan berbahasa yang baik. Jadi, untuk mendorong pengiriman jasa ke luar negeri, perawat harus dibekali keterampilan dan kompetensi memadai. “Butuh partisipasi aktif swasta di organisasi profesi demi mengembangkan SDM kesehatan Indonesia,” kata Yuti.

Meski demikian, kompetensi dasar perawat Indonesia memenuhi standar kompetensi perawat di ASEAN. Di luar negeri, mereka dinilai ramah dan luwes dalam memberi pelayanan kesehatan. Pada 2006, 10 negara ASEAN menyepakati mutual recognition arrangement atau MRA dalam layanan keperawatan.

Ketua Dewan Pertimbangan Pusat Persatuan Perawat Nasional Indonesia (DPP PPNI) Dewi Erawati mengatakan, perawat adalah komunitas global. Karena itu, perlu pelatihan berbasis kompetensi internasional untuk menyiapkan perawat Indonesia yang akan dikirim ke luar negeri. Misalnya, perawat yang akan dikirim ke Timur Tengah diberi materi dan latihan khusus agar lolos tes sertifikasi.

Pendiri Carl Balita Review Center, pusat persiapan pengiriman perawat ke luar negeri di Filipina, Carl Balita, menambahkan, kemampuan bahasa Inggris yang perlu dikuasai adalah membaca, menulis, mendengarkan, dan berbicara. Pada tahap awal, perawat dilatih mengembangkan kosakata dalam percakapan sehari-hari. “Tujuannya, membuat perawat dan pasien berkomunikasi,” ujarnya. (C05)

 

EditorBestari Kumala Dewi

Monitoring the implementation of the WHO Global Code of Practice on the International Recruitment of Health Personnel: The Case of Indonesia

Authors
Ferry Efendi, Ching-Min Chen

Background
Indonesia has become one of the international nurse migration players supported the Code that was endorsed by World Health Assembly year 2010. In reference to the code, the Minister of Health (MoH) as designated national authority, issued the regulation on the management of Indonesian nurses’ migration [1]. This study aimed to monitor the implementation of the Code on state policy changing in facilitating nurse migration.
Methods
Qualitative and quantitative data were collected in order to understand the impact of the Code on Indonesian nurse migration. Triangulation approach was achieved through semi-structured interviews with key stakeholders, and records review of nurses’ migration in the last two years.
Results
Global Code of Practice contributed to shape the migration policy at the national level. This regulation provided a shift change of migration policy, which can be conducted by a country that had an agreement with Indonesia or a country that had a law on migrant protection. Acknowledging the importance of the Code, MoH translated the Code into Indonesian, and disseminate the material to multiple stakeholders. By the spirit of this Code, Indonesia received financial and technical cooperation agreement with Japan on the improvement of nursing capacity. The challenge faced by MoH was a need strong regulation which could accommodate the relevant players to coordinate on the national level, notably for MoH, National Board for The Placement and Protection of Indonesia Manpower, Ministry of Foreign Affair and private recruiters. Quantitative data showed that there were significant flows of nurse migration, especially on nurses’ movement before and after the code adopted. It was four folds increased on nurse migrate between 2010 (567 nurses) to 2012 (2512 nurses) compared to three years before the code adopted [2]. By this, Indonesia’s government should carefully assess the flow of migration as the country suffered of nurses’ shortages [3]. Lack of HRH information system and no integrated national HRH observatory hinder the policy maker to promote a strategic approach in nurse migration.
Conclusions
The Code has been utilized by Ministry of Health to manage the migration. This guideline at least giving direction that may be used where appropriate in the formulation and implementation of nurse migration. A stronger regulation which not only tied MoH, but also other stakeholder in health migrant placement needs to be established. Further, strengthening HRH information system and research on the impact of migration on Indonesia’s health system must be conducted soon.

References
1. MoH: Peraturan Menteri Kesehatan Republik Indonesia Nomor 47 Tahun 2012 Tentang Pendayagunaan Perawat Ke Luar Negeri [Minister of Health Decree of Republic Indonesia Number 27 Year 2012 About Utilization of Nurses to Foreign Country]. In. Jakarta: MoH; 2012.
2. Data Tenaga Kerja Indonesia [Data on Indonesian Migrant Workers] [www.bnp2tki.go.id]
3. MoH: Profil Kesehatan Indonesia 2012 [Indonesia Health Profile Year 2012]. In. Jakarta: Kemenkes; 2013.

Health worker recruitment and deployment in remote areas of Indonesia.

http://www.ncbi.nlm.nih.gov/pubmed?term=efendi+f%5Bauthor%5D&cmd=detailssearch
Rural Remote Health. 2012 Apr;12(2):2008. Epub 2012 Jun 5.
Health worker recruitment and deployment in remote areas of Indonesia.
Efendi F.
Source
Faculty of Nursing, Airlangga University, Surabaya, Indonesia. fefendi@indonesiannursing.com.
Abstract
CONTEXT:
Providing health care in remote and very remote areas has long been a major concern in Indonesia. In order to improve access to quality health care for residents in these areas, various policies on recruitment and deployment of health workers have been implemented, among them compulsory service, contracted staff and the Special Assignment of strategic health workers.
ISSUE:
Indonesia’s difficult geography presents great challenges to health service delivery and most health workers prefer to serve in urban areas, resulting in an uneven distribution of health workers and shortages in remote areas. Great efforts have been made to mobilize health human resources more equitably, including placement schemes for strategic health workers and contracted staff, combined with an incentive scheme. While these have partially addressed the severe shortage of health workers in remote areas, current government policies were reviewed in order to clarify the current situation in Indonesia.
LESSONS LEARNED:
The Contracted Staff and Special Assignment of Strategic Health Workers programs show have made a significant contribution to improving the availability of health workers in Indonesia’s remote areas. As these two programs used financial incentives as the main intervention, other non-financial interventions should also be trialed. For example, incentives such as the promise of a civil servant appointment or the provision of continuing professional education, as well as the recruitment of rural-background health workers may increase the willingness of health staff to serve in the remote and very remote areas of Indonesia.
PMID: 22670640 [PubMed – in process] Free full text

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