PERENCANAAN SDM KESEHATAN: MEWUJUDKAN KEBUTUHAN TENAGA KESEHATAN MELALUI STRATEGI YANG EFEKTIF: LITERATURE REVIEW

Abstrak

Sumber daya manusia (SDM) kesehatan merupakan pilar utama dalam penyelenggaraan sistem kesehatan. Keberhasilan pencapaian Universal Health Coverage (UHC), Sustainable Development Goals (SDGs), serta transformasi sistem kesehatan sangat bergantung pada ketersediaan tenaga kesehatan yang kompeten, berkualitas, dan terdistribusi secara merata. Namun demikian, hampir seluruh negara masih menghadapi tantangan berupa kekurangan tenaga kesehatan, distribusi yang tidak merata, tingginya beban kerja, migrasi tenaga kesehatan, hingga rendahnya retensi tenaga profesional. WHO memperkirakan dunia masih akan mengalami kekurangan sekitar 11 juta tenaga kesehatan pada tahun 2030, terutama di negara berpendapatan rendah dan menengah. Kondisi tersebut menunjukkan bahwa perencanaan SDM kesehatan tidak lagi cukup dilakukan berdasarkan rasio penduduk, tetapi harus mempertimbangkan kebutuhan pelayanan, epidemiologi penyakit, perubahan demografi, perkembangan teknologi, serta kebijakan kesehatan nasional. Literature review ini bertujuan menganalisis berbagai strategi perencanaan SDM kesehatan yang efektif dalam memenuhi kebutuhan tenaga kesehatan berdasarkan bukti ilmiah nasional maupun internasional. Penelitian menggunakan metode Literature Review dengan pendekatan Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA). Artikel diperoleh melalui PubMed, Scopus, ScienceDirect, Google Scholar, SpringerLink, dan ProQuest menggunakan kata kunci Health Workforce Planning, Human Resources for Health, Health Workforce Strategy, Health Personnel Planning, dan Workforce Development. Artikel yang digunakan diterbitkan pada periode 2020–2026, tersedia dalam bahasa Indonesia maupun Inggris, serta memenuhi kriteria inklusi. Hasil sintesis menunjukkan bahwa keberhasilan perencanaan SDM kesehatan dipengaruhi oleh kebutuhan tenaga berbasis beban kerja (Workload Indicators of Staffing Need/WISN), sistem informasi SDM kesehatan, pemerataan distribusi tenaga kesehatan, kompetensi tenaga kesehatan, retensi, pendanaan, kepemimpinan, digitalisasi, serta kolaborasi lintas sektor. Berbagai bukti juga menunjukkan masih banyak fasilitas pelayanan kesehatan yang mengalami kekurangan SDM sehingga berdampak terhadap meningkatnya beban kerja, waktu tunggu pelayanan, dan penurunan mutu pelayanan. Strategi perencanaan SDM kesehatan yang efektif dilakukan melalui tahapan analisis situasi, analisis kebutuhan tenaga menggunakan metode WISN, analisis kesenjangan, penyusunan rencana pemenuhan SDM, implementasi kebijakan, serta monitoring dan evaluasi secara berkelanjutan.

Health human resources (HHR) constitute a fundamental pillar of health system operations. Successfully achieving Universal Health Coverage (UHC) and the Sustainable Development Goals (SDGs), as well as transforming health systems, relies heavily on the availability of a competent, high-quality, and equitably distributed health workforce. However, nearly all countries face challenges such as workforce shortages, inequitable distribution, high workloads, health worker migration, and low professional retention. The WHO projects a global shortage of approximately 11 million health workers by 2030, particularly in low- and middle-income countries. These conditions indicate that HHR planning can no longer rely solely on population ratios; instead, it must account for service needs, disease epidemiology, demographic shifts, technological advancements, and national health policies. This literature review aims to analyze effective HHR planning strategies for meeting workforce needs, drawing on national and international scientific evidence. The study employs a literature review methodology following the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) approach. Articles were sourced from PubMed, Scopus, ScienceDirect, Google Scholar, SpringerLink, and ProQuest using keywords such as Health Workforce Planning, Human Resources for Health, Health Workforce Strategy, Health Personnel Planning, and Workforce Development. Included articles were published between 2020 and 2026, available in Indonesian or English, and met the inclusion criteria. Synthesis results indicate that successful HHR planning is influenced by workload-based staffing needs (Workload Indicators of Staffing Need/WISN), HHR information systems, equitable workforce distribution, workforce competence, retention, funding, leadership, digitalization, and cross-sector collaboration. Evidence also shows that many health facilities continue to experience HHR shortages, resulting in increased workloads, longer service waiting times, and diminished service quality. Effective HHR planning strategies involve a process of situational analysis, workforce needs analysis using the WISN method, gap analysis, development of staffing fulfillment plans, policy implementation, and continuous monitoring and evaluation