Analysis of Human Resource Management in Facing High Employee Turnover
Abstract
The high employee turnover rate at Private Hospital X Kediri in 2025 has the potential to reduce the quality of health services. Data shows an imbalance between incoming (12 people) and outgoing (42 people) employees in one year, and approximately 40% of nurses experience turnover. This is due to a mismatch between recruitment and work unit needs, high workloads, and limited career development. This study aims to analyze human resource management at Private Hospital X Kediri, especially in the planning process. The approach used in this research is descriptive qualitative with a case study type, using interview, observation, and document review techniques. The research informants consist of main informants, specifically the Human Resources Department that is directly involved in the recruitment and selection process, and key informants, including information technology (IT) and nursing staff who are involved in or affected by the recruitment process. The results show that the recruitment system has been running according to SOP and through systematic selection stages, but there are still weaknesses in the assessment of non-technical competencies and HR planning. Improvements in workforce needs analysis, particularly in finding the right people according to job specifications, developing more comprehensive selection methods, and enhancing retention strategies through improved work environments and career development, are expected to reduce turnover rates and improve the quality of healthcare services.
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