Relevant bibliographies by topics / Keywords: recruitment

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Book chapters
  4. Conference papers

Academic literature on the topic 'Keywords: recruitment'

Author: Grafiati
Published: 4 June 2021
Last updated: 11 February 2022

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Journal articles on the topic "Keywords: recruitment"

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Rupang, Ernita Rante, Nurmaini Nurmaini, and Roymond H. Simamora. "Persepsi Kepala Ruangan tentang Hasil Recruitment Perawat Berbasis Kompetensi." Jurnal Keperawatan Silampari 4, no. 1 (December 5, 2020): 142–50. http://dx.doi.org/10.31539/jks.v4i1.1279.

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This study explores the perceptions of the head of the room about the recruitment results of competency-based nurses at Santa Elisabeth Hospital Medan. The research method used is qualitative research with a phenomenological design. The results of this study obtained six main themes, namely: 1) the purpose of recruitment, 2) improvements made in recruitment, 3) obstacles to recruitment implementation, 4) benefits of recruitment, 5) supporting factors for the performance of recruitment, 6) expectations of recruitment results. In conclusion, the head of the room's perception of competency-based nurse recruitment results can help the recruitment team, who is also a part of hospital management, obtain professional and competent nurses according to service needs. Keywords: Competence, Nurse, Recruitment
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Putra, M. Rusni Eka, Marianita Marianita, and Ahmad Gawdy Prananosa. "Rekrutmen Dosen dan Tenaga Kependidikan di STKIP PGRI Lubuklinggau." Journal of Administration and Educational Management (Alignment) 2, no. 1 (June 30, 2019): 61–69. http://dx.doi.org/10.31539/alignment.v2i1.704.

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The purpose of this study was to determine the recruitment of lecturers and education personnel at STKIP PGRI Lubuklinggau. This study uses a qualitative approach with qualitative descriptive methods. The results of the study, Recruitment of lecturers and education staff at STKIP PGRI Lubklinggau include; setting standards, implementing recruitment, evaluating, controlling and improving quality. Determination of lecturer recruitment standards involves all related units such as quality assurance institutions, majors, study programs, the head of staffing and the general administrative body, the chairman and vice chairman. The recruitment depends on the needs of lecturers and education personnel in each study program, which is to meet the needs of the ratio of lecturers and students. Conclusions, the recruitment of lecturers and education staff at STKIP PGRI Lubklinggau includes; setting standards, implementing recruitment, evaluating, controlling and improving quality. Keywords: Recruitment, Lecturers and Education Personnel
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Wiranto, Wiranto. "ENHANCE OUTPUT OF NATIONAL POLICIES THROUGH RECRUITMEN, SELECTION, AND COMPETENCE TO CHANGE OF NATIONAL CONDITION." IJER - INDONESIAN JOURNAL OF EDUCATIONAL REVIEW 1, no. 1 (August 7, 2017): 23. http://dx.doi.org/10.21009/ijer:01.01.02.

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This study explores the effects of recruitment, selection, competence and national policies to the changing conditions in Indonesia. 530 respondents from 25 provinces or 50 regencies/cities across Indonesia participated in questionnaire pools in the study. Data were processed using path analysis technique. Results reveal that the recruitment process by political parties, the selection process by the Election Commission, and the competence of the leader, have positive correlations to the policies and the outcomes. The study highlights that without any improvements in the recruitment, selection, competency of leaders, and policies, no changes could be made by the leaders. It implies that a redefinition and actualization of recruitment, selection, competence, and policies should be made to ensure the changes to take place. Keywords: change of national condition, actualization of recruitment, competencies, national policies.
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Soni, Soni, Hapsoro Renaldy N, and Yogi Sujiwo. "ANALISIS DAN PERANCANGAN APPLICANT TRACKING SYSTEM." CommIT (Communication and Information Technology) Journal 1, no. 1 (May 31, 2007): 38. http://dx.doi.org/10.21512/commit.v1i1.466.

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The aim of the research was to design a web-based applicant tracking system to support Human ResourcesManagement system. Research methods were library study and system design. It can be concluded that the applicanttracking system is able to help HRD staff to chose staff candidates, manage recruitment time, create an applicantdatabase, and it can be function as a web bursa kerja site (EE).Keywords: applicant tracking system, candidate selection, employee recruitment
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Hafeez, Muhammad, and Umar Farooq. "The Role of E-Recruitment in Attracting Potential Candidates: Evidence from Fresh Graduate Job Seekers." International Conference on Advances in Business, Management and Law (ICABML) 2017 1, no. 1 (December 24, 2017): 156–71. http://dx.doi.org/10.30585/icabml-cp.v1i1.18.

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The purpose of this study is to investigate the effectiveness of an online recruitment system and its impact on organizational attraction towards fresh graduate job seekers. A sample, comprised of 302 fresh graduate job seekers from the HEC recognized well known business schools in the Lahore region, selected by Stratified Random Sampling through a questionnaire. Since the data was not normal, the Kruskill Wallis test of mean differences was applied. Furthermore, the Macro process tool for Regression analysis was used to investigate the matter of cost effectiveness, ease of use and site quality. It is concluded that E-Recruitment has a positive impact on organizational attraction. However, results also conclude that this positive relation between E-Recruitment and organizational attraction depends on the quality of the recruitment website. So, this study provides useful information for organizations seeking to adopt an E-Recruitment system to attract potential job seekers while concentrating on the quality of the websites. KEYWORDS: Recruitment, E-Recruitment, Cost Effectiveness, Easy to Use, Site quality, Organizational Attraction.
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Pazqara, Emiraldo Win. "MEKANISME REKRUITMEN CALON BUPATI DALAM PEMILIHAN UMUM KEPALA DAERAH SECARA LANGSUNG TAHUN 2015 DI KABUPATEN LAMPUNG SELATAN." INTAJ : Jurnal Penelitian Ilmiah 2, no. 01 (April 2, 2018): 45–69. http://dx.doi.org/10.35897/intaj.v2i01.110.

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The purpose of this research was to know the recruitment process performed by National Mandate Party in recruiting Government Regent candidate in the general election of district head directly in South Lampung at 2015. Method used in this research was qualitative experiment method with interactive analysis. Result of the research based on interview, observed documentation files, and the rule of law as guided in recruitment process by National Mandate Party South Lampung, showed that recruitment process at National Mandate Party was open with several indicators: (1) open candidacy for public in other words there is no party cadre monopoly; (2) several candidates were socialized in order to get response and idea from public; (3) selected candidates were established through convention democratically and can be accepted by society. Keywords: Recruitment, Government Regent, South Lampung
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Cumaedy, Achmad, and Riska Sarofah. "Rekrutmen Partai Golkar Pada Pemilu Legislatif 2019." Journal of Governance and Local Politics 1, no. 2 (November 27, 2019): 175–92. http://dx.doi.org/10.47650/jglp.v1i2.27.

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This study describes the Golkar Party recruitment process in the 2019 Legislative Election with a case study of the allocation of seats in the Tangerang Districts A and B districts. The problem of recruitment has an impact on the distribution of legislative candidates in allocating DPRD seats, in PKPU RI Number 16 Year 2017 Concerning the Arrangement of Electoral Districts and Chair Allocation Members of the Regency/City Regional People's Representative Council in the General Election, that the seat allocation is a determination of the number of seats in an electoral district. This study used qualitative methods by conducting in-depth interviews and literature studies through sources relevant to this research. The results of the study show that the Golkar Party recruitment pattern is still using the old pattern, namely by using the recruitment system during the new order and trying to retain traditional (old) voters. In the upcoming recruitment, Golkar must involve various elements in the community and the beginning of the recruitment must start from the "grassroots" which can gradually occupy the party management positions. Keywords: Recruitment, Golkar Party, Seat Allocation, and Electoral District.
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Windasari, Ciang, Muh Nasir, Saidin Saidin, and Asriani Asriani. "Kewenangan Kepala Desa dalam Rekrutmen Perangkat Desa di Desa Longeo Utama, Kecamatan Asera, Kabupaten Konawe Utara." NeoRespublica : Jurnal Ilmu Pemerintahan 2, no. 1 (December 23, 2020): 102. http://dx.doi.org/10.52423/neores.v2i1.15277.

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This study aims to describe how the authority of the village head in the recruitment of village officials in North Konawe Regency, especially in Longeo Utama village and the factors that influence the recruitment process of village officials in Longeo Utama village. This research was conducted in Longeo Utama Village, Asera District, Konawe Utara Regency, Southeast Sulawesi using qualitative methods. Data obtained from observations, interviews, documentation. The results of this study found that the authority of the Village Head of Longeo Utama in carrying out Village Apparatus Recruitment is under ministerial regulation Number 85 of 2015 concerning the appointment and dismissal of village officials. In the recruitment process, village officials have inhibiting and supporting factors. The inhibiting factors are the lack of budget to maximize activities and the minimum number of applicants who have useful competence. While the supporting factors in the recruitment of village officials are the existence of a reliable information board as a source of community information, mobile outreach activities carried out by community leaders, and support from the people of Longeo Utama Village to participate in the recruitment activity. Keywords : Authority of the Village Head, Village Staff Recruitment, Longeo Village
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Winarso, Doni, and Edo Edo Arribe. "Seleksi Pegawai dan Dosen UMRI Berbasis E-Recruitment Menggunakan Metode K-Nearest Neighbor." Digital Zone: Jurnal Teknologi Informasi dan Komunikasi 8, no. 2 (November 16, 2017): 71–80. http://dx.doi.org/10.31849/digitalzone.v8i2.631.

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Abstrak- Rekrutmen merupakan langkah awal yang dilakukan oleh Universitas Muhammadiyah Riau (UMRI), guna menjaring calon tenaga kerja yang professional. Profesionalitas dibutuhkan sebagai salah satu input bagi lembaga pendidikan Muhammadiyah untuk menghasilkan output yang sesuai dengan visi dan misi lembaga pendidikan Muhammadiyah. UMRI sebagai Amal Usaha Muhammadiyah (AUM) dibidang pendidikan perlu melakukan beberapa upaya untuk bisa mendapatkan calon pegawai dan dosen yang professional. Seiring perkembangan ilmu pengetahuan dan teknologi, UMRI perlu mengimplementasikan Erecruitment sebagai salah satu teknologi yang bisa digunakan untuk menjaring pegawai dan dosen yang profesional. Penelitian ini bertujuan bagaimana penerapan metode klasifikasi KNearest Neighbor (K-NN) dalam system e-recruitment untuk seleksi awal pegawai dan dosen UMRI. Metode K-NN akan menghitung tingkat kemiripan dengan cara mengukur jarak antara persyaratan yang ditetapkan oleh bagian kepegawaian UMRI dengan data yang dimiliki oleh calon pegawai dan dosen. Selanjutnya diambil nilai K dari pelamar yang nilai kemiripannya ≥80%. Pelamar yang mimiliki nilai kemiripan ≥80% inilah nantinya yang akan diikutsertakan pada tes berikutnya. Penelitian ini menghasilkan sebuah system informasi e-recruitment yang dikembangkan menggunakan metode pengembangan perangkat lunak waterfall. Kata kunci: Seleksi Pegawai, Seleksi Dosen, E-Recruitmen. Abstract- Recruitment is the first step taken by Muhammadiyah University of Riau (UMRI), in order to capture prospective professional workforce. Professionalism is needed as an input for the Muhammadiyah educational institution to produce output in accordance with the vision and mission of the Muhammadiyah educational institution. UMRI as a Amal Usaha Muhammadiyah (AUM) in the field of education needs to make some efforts to get prospective employees and professional lecturers. Along with the development of science and technology, UMRI needs to implement E-recruitment as one of technology that can be used to gather professional officers and lecturers. This study aims how the application of the K-Nearest Neighbor (K-NN) classification method in e-recruitment system for early selection of employees and lecturers of UMRI. The K-NN method will calculate the level of similarity by measuring the distance between the requirements set by the employment department of UMRI with data held by prospective employees and lecturers. Furthermore, K value was taken from applicants whose value is similar to ≥80%. Applicants who have a similarity value of ≥80% later this will be included in the next test. This research produces an e-recruitment information system developed using waterfall software development method. Keywords: Employee Recruitment, Lecturer Recruitment, E-recruitment.
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Agus, Nurul Safika, Darwin Lie, Efendi Efendi, and Julyanthry Julyanthry. "PENGARUH REKRUTMEN DAN PENEMPATAN TERHADAP KINERJA PEGAWAI PADA KANTOR PELAYANAN PERBENDAHARAAN NEGARA (KPPN) PEMATANGSIANTAR." Maker: Jurnal Manajemen 5, no. 1 (September 13, 2019): 77–88. http://dx.doi.org/10.37403/maker.v5i1.109.

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The objective of this research was to test the influence of recruitment and placement to employee performance in a simultaneous and partial. The population used in this research are 23 employee. Research data were primary data and secondary data. Data were throught questionnaires, interviews, and documentaries. Analyzing method used was Qualitative Analysis and Analysis Quantitative. Quantitative Analysis proceed with application of SPSS version 21. The finding of this research and hypotesis test showed that recruitment and placement had significant influence to the employee performance partially and simultaneously. Keywords: Rekruitmen, Placement, and Employee Performance
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Dissertations / Theses on the topic "Keywords: recruitment"

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Chertova, Evgeniya. "Internetbaserad rekrytering: mål, möjligheter och praktiker : En fallstudie av urvalet vid rekryteringen av sommarvikarier i Luleå kommun." Thesis, Umeå universitet, Sociologiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-58673.

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The purpose of this study is to examine web-based recruitment to short term summer jobs at the SocialServices Department in Luleå municipality in Sweden. Recruitment goals, selection options on therecruitment homepage Offentliga Jobb and recruitment practices were analysed in order to reach a deeperunderstanding of the interactions between these three levels in the selection process. Pre-selection throughOffentliga Jobb was a special concern of the study. Different consciousness levels in the selection process areemphasised according to Anthony Giddens' structuration theory. Ten recruiters from different parts of thedepartment were interviewed. Due to the qualitative nature of the study the conclusions concern only theactual respondents and can not be generalised to the whole population of recruiters. Selection options andselection practices at the Social Services Department were found to mostly correspond with the municipalityguidelines for recruitment as well as with policy documents such as shared values. There are however someconcerns about the Offentliga Jobb homepage not being user friendly. There is room for improvement insome rooted selection practices such as using age to measure social skills of the applicants and applying aslightly different skill-set profile to applicants with perceived international background. The importance ofmaking a universal skill-set profile for all applicants and of reflexions on the selection criteria at discursivelevel of consciousness is emphasised.
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Fredriksson, Adam, Drott Oskar Kardmo, and Rikard Lind. "Lika barn leka bäst, men olika barn uppfinner de roligaste lekarna : En studie om hur företag kan rekrytera medarbetare med samma värderingar som företaget." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-36658.

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ABSTRACTThis thesis aims to explain how companies and organizations can form their recruitingprocess to successfully recruit people with the same values as the company ororganisation. We have conducted this thesis because we consider it to be of relevancedue to limited research on the subject. To fulfill the purpose of this thesis we havefocused on one main issue. That is how companies can shape their recruiting process torecruit people with the same values as the company. Our ambition is to describe thissubject from a recruiting perspective with the values in focus. We conducted seveninterviews with a qualitative approach for a deeper understanding of the studied topic.The interview respondents consist of a human resource coordinator, an operativemanager, an operator, and customer service workers. Some of which are people whocontinuously recruit people and some of which have themselves been recruited in thelast two years. In the final chapter we present our conclusion of the report. Because ofthe reports qualitative method it is difficult to present a complete picture. We thereforerefer to the last chapter for further reading.
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Kindeland, Lizette, and Annelen Slättengren. "Vad efterfrågas av den : En jämförande studie mellan Socialförvaltningen, Försäkringskassan och Arbetsförmedlingen." Thesis, University of Kalmar, School of Human Sciences, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hik:diva-231.

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ABSTRACT

The purpose of this c-level essay shall try to illustrate how a good leader is formed. We have investigated what influences leadership style, personal characteristics or individual competence have when recruiting a new manager. This study has been carried out with comparative applications because we wanted to study the similarities and differences between the Unemployment Office, the Social Insurance Office and the Social Welfare Administration.

We have used a qualitative method in interviews both with employers as well as the from the trade union representative’s perspective. Part of our results indicates that the trade union representatives and the employers are not always unanimous and do not request equivalent characteristics and knowledge at recruitment. We have also found certain differences in the recruitment process between the organisations despite the fact that they are all politically governed and have many organisational similarities. We do not claim any empirical generalisations about our results as we have studied only one municipality. Our conclusions establish how certain key factors relate to recruitment of mangers just in this municipality and in these organisations. The results, however, indicates the prominence of some key factors that might be of general importance.

One of the most important result that we found in this study was that the trade union representatives had more similar opinions with each other than those they had with their respective organisations. Furthermore it became obvious from the study that great significance was given to inter-personal relationships when recruiting a new middle manager. The most significant resemblance between the three organisations was that they requested a management style that inclined towards democratic values.

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Hamed, Ahmed A. "An Exploratory Analysis of Twitter Keyword-Hashtag Networks and Knowledge Discovery Applications." ScholarWorks @ UVM, 2014. http://scholarworks.uvm.edu/graddis/325.

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The emergence of social media has impacted the way people think, communicate, behave, learn, and conduct research. In recent years, a large number of studies have analyzed and modeled this social phenomena. Driven by commercial and social interests, social media has become an attractive subject for researchers. Accordingly, new models, algorithms, and applications to address specific domains and solve distinct problems have erupted. In this thesis, we propose a novel network model and a path mining algorithm called HashnetMiner to discover implicit knowledge that is not easily exposed using other network models. Our experiments using HashnetMiner have demonstrated anecdotal evidence of drug-drug interactions when applied to a drug reaction context. The proposed research comprises three parts built upon the common theme of utilizing hashtags in tweets. 1 Digital Recruitment on Twitter. We build an expert system shell for two different studies: (1) a nicotine patch study where the system reads streams of tweets in real time and decides whether to recruit the senders to participate in the study, and (2) an environmental health study where the system identifies individuals who can participate in a survey using Twitter. 2 Does Social Media Big Data Make the World Smaller? This work provides an exploratory analysis of large-scale keyword-hashtag networks (K-H) generated from Twitter. We use two different measures, (1) the number of vertices that connect any two keywords, and (2) the eccentricity of keyword vertices, a well-known centrality and shortest path measure. Our analysis shows that K-H networks conform to the phenomenon of the shrinking world and expose hidden paths among concepts. 3 We pose the following biomedical web science question: Can patterns identified in Twitter hashtags provide clinicians with a powerful tool to extrapolate a new medical therapies and/or drugs? We present a systematic network mining method HashnetMiner, that operates on networks of medical concepts and hashtags. To the best of our knowledge, this is the first effort to present Biomedical Web Science models and algorithms that address such a question by means of data mining and knowledge discovery using hashtag-based networks.
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Book chapters on the topic "Keywords: recruitment"

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Toura, Varvara, and Konstantinos Nikolantonakis. "Presentation of the first probability textbook in the newly established Greek State." In “DIG WHERE YOU STAND” 6. Proceedings of the Sixth International Conference on the History of Mathematics Education, 87–99. WTM-Verlag Münster, 2020. http://dx.doi.org/10.37626/ga9783959871686.0.07.

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The purpose of this paper is to present, describe and analyse the first book on probabilities in Greece, Elements of Probability Calculus and Theory of Errors, written by Periclis Rediadis as a process of dissemination of mathematical ideas from the “centre” (Europe) to the “periphery” (Greece). This article discusses the evolution of Probabilities in Modern Greek Education and investigates the author’s influences from probability books originating in France, Belgium and Germany. The first Greek textbooks mentioning Probability Theory are briefly presented (we focus mainly on the first three references to Probability, which were found in textbooks edited in 1888, 1893/1901 and 1908), and these findings are linked to external influences and internal peculiarities of the newly formed country. The article concludes with a general description of the oldest probability textbook published in the modern Greek state (1911) and it analyses of some indicative points in the last two chapters of the book, linking of each chapter’s content to previous manuals, Greek or foreign ones. The paper reflects the fact that the Calculus of Probabilities in Modern Greek Education arises not from pure mathematics but from teaching initiatives of technical education: Artillery, Topography and Experimental Physics compose the initial recruitment of the Probabilities at the turn of the 19th century. Furthermore, the first book was addressed to “the applied mathematical practitioners, officers, engineers, physicists, mathematicians, bankers, etc” as mentioned by the author on the cover page. Keywords: history, education, modern Greek state, probability textbook
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Conference papers on the topic "Keywords: recruitment"

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Azhary, Muhammad Rifqi, and Dwi Noerjoedianto. "Evaluation of Information and Adolescent Counseling Center Management to Delay Early Marriage in Adolescents in Senior High School 4, Jambi, Indonesia." In The 7th International Conference on Public Health 2020. Masters Program in Public Health, Universitas Sebelas Maret, 2020. http://dx.doi.org/10.26911/the7thicph.04.51.

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ABSTRACT Background: Teenage marriage have historically been associated with a variety of negative outcomes such as lower education levels, higher unemployment rates, worse health, lower wages and higher crime rates. Studies have revealed significant differences in most of the dimensions of marital quality, before and after marital counselling. The purpose of this study was to investigate evaluation of information and adolescent counseling center management to delay early marriage in adolescents. Subjects and Method: This was a qualitative study with a case study approach. The study was conducted at Public Senior High School 4 Jambi, Indonesia, from January to May 2019. 10 key informants were selected for this study. The data were collected by indepth interview and observation. The data were analyzed using source, data, and method triangulations. Results: The implementation of adolescent’s guidance and counseling center services still has room for improvement. There were several factors that lack of optimal results, for example the process of members or educators recruitment and training (input aspects), planning, report and evaluation system (process aspect) and students’ knowledge about health reproduction and adolescent marriage (output aspect). Conclusion: There is a need to improve information and counseling service. Keywords: evaluation, counseling and information center service, adolescents, delayed early marriage Correspondence: Muhammad Rifqi Azhary. Masters Program in Public Health, Universitas Sebelas Maret. Jl. Ir. Sutami 36A, Surakarta 57126, Central Java. Email: rifqiazhary.ra@gmail.com. Mobile: +6285363817339. DOI: https://doi.org/10.26911/the7thicph.04.51
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Santos - Guevara, Brenda N., and Elvira G. Rincon - Flores. "Gamification: Its Pedagogical Innovations Benefit Internship Seekers." In International Conference on Education. The International Institute of Knowledge Management, 2020. http://dx.doi.org/10.17501/24246700.2020.6202.

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Results in higher education and literature have shown that gamification favors intrinsic motivation, cognitive process, and the social aspects of learning by engaging students with their courses. We present the use of a Leaderboard, integrating the used award system, in which students gained badges, built with eleven nicknames, six avatars and seven types of badges. The course Growth-related Competencies aims to prepare students for the search of their internships through tools that allow them to develop professional competencies. This Research was conducted to search for a way to enhance students' performance and quality of done assignments while considering that content seems to be boring and exhaustive for students who review the complete recruitment process (built their resume, have a mock interview, and get familiarized with job boards). We found, through exploratory qualitative research, that students chose an avatar or nickname (optional for students) according to something meaningful for them such as a role model they have or a character with whom they share characteristics according to their self-image. We also learned they found their motivation to participate in gamification as an opportunity to get recognition from teachers and classmates, as well as a reaffirmation of their performance while developing their professional competencies and get prepared to search for their internships. Personal satisfaction, extra points and rewarding were also reasons for them to participate as members of the Leaderboard of the course. Results showed that enhanced gamified design improve student’s participation, delivered assignments and quality of hiring products, reflected on final grades. Keywords: Gamification, Leaderboard, Professional Competencies, Internship, Educational Innovation, Higher Education.
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Eskawati, Maria Yeny. "Resources Availability of Non-Specialistic Reference Policies in the Era of National Health Assurance to Ngawi East Java Public Health Centre." In The 7th International Conference on Public Health 2020. Masters Program in Public Health, Universitas Sebelas Maret, 2020. http://dx.doi.org/10.26911/the7thicph.04.16.

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ABSTRACT Background: The availability of resources is important in running a program. The implementation of the Non-Specialist Referral Policy has experienced many obstacles due to the lack of resource availability. This study aims to determine the availability of resources for the implementation of the Non-Specialist Outpatient Referral Policy in the National Health Insurance Era at the Public health center in Ngawi Regency, East Java. Subjects and Method: This study was a descriptive qualitative study conducted at Public Health Center in 2017, A total of 31 sources was selected by mapping and purposive sampling. The data were collected by means of triangulation of sources and in-depth interviews, observation, secondary document study. The data were analyzed by reduction, presentation and verification. Result: Obstacles stems from the absence of a recruitment decree from the regent and no funding from Public health center to recruit under the BLUD scheme. Health equipment available is only 43% to 60% of the need. The main obstacle is the regent approves the high price of equipment and not all budget estimates. Good medicine, if certain conditions are less spent than capitation funds. Finance is sufficient because the sources of funds vary, from capitation, DAK, DAU, BK, BOK, etc. Conclusion: The availability of medicine and finance is sufficient, but human resources and equipment are still lacking. It requires commitment and policies from Ngawi District Government, public health center policies and public health center commitments to realize the BLUD scheme to overcome resource shortages. Keywords: Resources, Non-Specialistic Referral, JKN, Public health center Correspondence: Maria Yeny Eskawati. Institute of Science and Health Technology Insan Cendekia Medika, Jombang, Jawa Timur. Email: mariayenyeskawati@gmail.com. Mobile: +6289796348186 DOI: https://doi.org/10.26911/the7thicph.04.16
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