Analisis Pengaruh Implementasi Sistem Informasi TNA, Budaya Organisasi, dan Motivasi Kerja terhadap Pengembangan Kompetensi SDM dengan Efektivitas Pelatihan sebagai Variabel Mediasi di RSUD dr. Mohammad Zyn Kabupaten Sampang

Pengembangan kompetensi sumber daya manusia (SDM) rumah sakit berperan penting dalam peningkatan mutu pelayanan, keselamatan pasien, dan kinerja organisasi. Di RSUD dr. Mohammad Zyn Kabupaten Sampang, pengembangan kompetensi belum optimal, ditandai kesenjangan antarprofesi, cakupan pelatihan yang berfluktuasi, serta jam pelatihan yang belum memenuhi standar 20 jam pelajaran per tahun. Penelitian ini bertujuan menganalisis pengaruh implementasi Sistem Informasi Training Needs Analysis (TNA), budaya organisasi, dan motivasi kerja terhadap pengembangan kompetensi SDM dengan efektivitas pelatihan sebagai variabel mediasi.
Penelitian dilaksanakan pada Maret hingga Mei 2025 di RSUD dr. Mohammad Zyn Kabupaten Sampang, Jawa Timur. Penelitian menggunakan pendekatan kuantitatif eksplanatori dengan populasi 507 pegawai yang mengikuti pelatihan selama periode 2023–2025. Sebanyak 155 responden dipilih menggunakan proportional stratified random sampling. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan Partial Least Squares Structural Equation Modeling (PLS-SEM), termasuk pengujian mediasi.
Hasil penelitian menunjukkan bahwa model menjelaskan 68,7% variasi pengembangan kompetensi SDM dan 75,0% variasi efektivitas pelatihan. Implementasi sistem informasi TNA, budaya organisasi, dan motivasi kerja tidak berpengaruh langsung secara signifikan terhadap pengembangan kompetensi SDM. Efektivitas pelatihan berpengaruh positif dan signifikan dengan koefisien jalur langsung terbesar (β = 0,626; p = 0,001). Efektivitas pelatihan memediasi penuh hubungan implementasi Sistem Informasi TNA (β = 0,277; p = 0,001) dan motivasi kerja (β = 0,291; p = 0,001) dengan pengembangan kompetensi SDM, tetapi tidak memediasi hubungan budaya organisasi. Temuan ini mengidentifikasi perbedaan pola mediasi efektivitas pelatihan. Pengembangan kompetensi SDM memerlukan integrasi hasil TNA dalam perencanaan pelatihan berbasis kebutuhan kompetensi, evaluasi pascapelatihan, penguatan motivasi kerja, dan penerapan budaya pembelajaran yang konkret.

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The development of hospital Human Resource (HR) competence plays a crucial role in enhancing service quality, patient safety, and organizational performance. At RSUD (regional public hospital) dr. Mohammad Zyn, Sampang, competence development has not yet reached an optimal level; this is evidenced by inter-professional gaps, fluctuating training coverage, and training hours that fall short of the standard 20 lesson hours per year. This study aimed to analyze the influence of the implementation of the Training Needs Analysis (TNA) information system, organizational culture, and work motivation on HR competence development, with training effectiveness serving as a mediating variable.
The study was conducted from March to May 2025 at RSUD dr. Mohammad Zyn, Sampang, East Java. It employed an explanatory quantitative approach, with a population consisting of 507 employees who participated in training between 2023 and 2025. A total of 155 respondents were selected using proportional stratified random sampling. Data were collected via questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM), including mediation testing.
The results indicated that the model explains 68.7% of the variation in HR competence development and 75.0% of the variation in training effectiveness. The implementation of the TNA information system, organizational culture, and work motivation did not have a significant direct effect on HR competence development. Training effectiveness had a positive and significant influence, exhibiting the largest direct path coefficient (β = 0.626; p = 0.001). Training effectiveness fully mediates the relationship of TNA information system implementation (β = 0.277; p = 0.001) and work motivation (β = 0.291; p = 0.001) with HR competency development, but it does not mediate the relationship involving organizational culture. These findings identify differing patterns of mediation regarding training effectiveness. HR competency development requires integrating TNA results into competency-based training planning, post-training evaluation, the strengthening of work motivation, and the implementation of a concrete learning culture.