To provide an optimal nutrition care to the patients in a hospital, a proper human resource planning should be implemented. The workload indicators of staffing need (WISN) method is a health worker need calculation based on real workload in every facility. This study was aimed to assess the real need for cook in the Nutrition Department of Pancaran Kasih General Hospital Manado by using WISN method.This was an analytical observational study using quantitative method. Work sampling method was used to acquire the number of activity time for each cookand WISN method was used to calculate the need for cook. The population and samples in this study were 11 cooks from Nutrition Department in Pancaran Kasih General Hospital Manado; all were female. This study also used 6 informants consisted of the Vice Ancillary Hospital Director and Human Resource Department, Head of Human Resource Department, Head of Nutrition Department, and cooks to discuss about the cook staff human resources planning and the workload in the Nutrition Department. The result of the need for cooks using WISN method was 19. Currently,there were only 11 cooks in the Nutrition Department, which meant lack of eight from the calculated ideal. The calculation result for productivity proportion to workforce in Pancaran Kasih General Hospital Nutrition Department was 72.21% which was in normal baseline compared to standard productivity. To date, the hospital plan for cook need used ratio of beds and cooks method. Conclusion: There were eight cooks lacked at the Nutrition Department in Pancaran Kasih General Hospital, albeit, the workload was still within normal baseline, hence the need to add more staff was not urgent. The method to calculate manpower need of the hospital was not yet ideal because it only calculated the number of staffs inspite of the productivity level of staffs in the hospital. It is suggested to add male cooks since the workload was quite heavy and to consider the human resource planning using workload analysis in the future since it is more objective compared to ratio method.Keywords: cooks, WISN, nutrition department, hospitalAbstrak: Dalam upaya menjamin pelaksanaan pelayanan gizi yang optimal di rumah sakit diperlukan adanya perencanaan kebutuhan tenaga di Instalasi Gizi. Workload indicators of staffing need (WISN) adalah metode penghitungan kebutuhan sumber daya manusia (SDM) kesehatan berdasarkan beban kerja pekerjaan nyata yang dilaksanakan oleh tiap kategori SDM kesehatan pada tiap unit kerja fasilitas pelayanan kesehatan. Penelitian ini bertujuan untuk mendapatkan kebutuhan riil tenaga pemasak di Instalasi Gizi RSU Pancaran Kasih GMIM Manado dengan menggunakan meteode WISN.Jenis penelitian ialah observasional analitik dengan metode kualitatif. Metode work sampling digunakan dalam pengamatan untuk mendapatkan jumlah penggunaan waktu setiap aktivitas tenaga pemasak danmetode WISN untuk penghitungan kebutuhan tenaga pemasak. Populasi dan sampel dalam penelitian ialahtenaga pemasak di Instalasi Gizi RSU Pancaran Kasih GMIM Manado yang berjumlah 11 orang berjenis kelamin perempuan. Penelitian ini dilengkapi dengan 6 informan terdiri dari Wakil Direktur Penunjang dan SDM, Kepala Bagian SDM, Kepala Instalasi Gizi, dan tenaga pemasak, yang membahas mengenai perencanaan tenaga pemasak dan beban kerja di Instalasi Gizi.Hasil penghitungan kebutuhan tenaga pemasak dengan metode WISN ialah 19 orang. Saat ini di Instalasi Gizi RSU Pancaran Kasih GMIM Manado memiliki tenaga pemasak sebanyak 11 orang, yang berarti masih kekurangan 8 orang tenaga pemasak. Hasil penghitungan proporsi waktu produktif terhadap beban kerja tenaga pemasak sebesar 72,21%, yang masih dalam batas normal menurut standar produktivitas. Saat ini perencanaan kebutuhan tenaga pemasak di RSU Pancaran Kasih GMIM Manado menggunakan metode rasio antara jumlah tempat tidur rumah sakit dengan jumlah tenaga pemasak.Simpulan: Terdapat kekurangan tenaga pemasak di Instalasi Gizi RSU Pancaran Kasih GMIM Manado sebanyak 8 orang, tetapi karena beban kerjanya masih dalam batas normal, maka penambahan tenaga pemasak sifatnya tidak mendesak. Metode perencanaan kebutuhan tenaga pemasak di RSU Pancaran Kasih GMIM Manado masih kurang tepat karena metode ini hanya mengetahui jumlah tenaga secara total tetapi tidak bisa mengetahui produktivitas SDM rumah sakit, dan kapan tenaga tersebut dibutuhkan oleh setiap unit atau bagian rumah sakit yang membutuhkan. Disarankan penambahan tenaga pemasak berjenis laki-laki karena pekerjaan di Instalasi Gizi cukup berat dan perencanaan kebutuhan tenaga kesehatan ke depan diharapkan menggunakan analisis beban kerja karena lebih obyektif daripada metode rasio.Kata kunci: tenaga pemasak, WISN, instalasi gizi, rumah sakit

As one of health care organizations, a hospital comprehensively covers promotive, preventive, curative and rehabilitative services for the society, therefore, it often faces problems related to the quality of hospital services which is considered inadequate or unsatisfactory. The hospital has medical staff and non-medical staff such as employees at the finance section, cleaning service, front office, and marketing. These non-medical employees have very important responsibilities and they also manage the operational systems of the hospital. This sudy was aimed to assess the relationship between compensation, leadership style, and infrastructure with work motivation of the cleaning service employees at Prof. Dr. R. D. Kandou Hospital, Manado. This was a quantitative study with a cross sectional design conducted from December to February 2017. Respondents were all cleaning service employees as many as 125 people. Analysis of the data consisted of univariate, bivariate, and multivariate analyses using SPSS. The results showed that the significant values of the variables were as follows: compensation provision (P = 0.000), leadership style (P = 0.000), and infrastructure (P = 0.102) in relation with the work motivation of the cleaning service employees. Conclusion: There were significant relationships between the compensation and leadership style with work motivation of cleaning service employees, meanwhile infrastructure had no relationship with that work motivation.Keywords: compensation, leadership style, infrastructure, work motivationAbstrak: Rumah sakit sebagai salah satu organisasi pelayanan kesehatan yang komperhensif mencakup layanan promotif, preventif, kuratif, dan rehabilitatif bagi seluruh lapisan masyarakat, sering menghadapi permasalahan mutu pelayanan yang dianggap kurang memadai atau memuaskan. Rumah sakit memiliki tenaga medis dan non-medis yaitu antara lain karyawan yang bekerja di bagian keuangan, cleaning service, front office dan pemasaran. Tenaga non-medis juga memiliki tanggung jawab yang sangat penting dalam mengelola sistem operasional rumah sakit. Penelitian ini bertujuan untuk mengetahui hubungan antara pemberian kompensasi, gaya kepemimpinan, dan sarana-prasarana dengan motivasi kerja karyawan cleaning service di RSUP Prof. Dr. R. D. Kandou. Jenis penelitian ini ialah kuantitatif dengan desain potong lintang yang dilaksanakan pada bulan Desember-Februari 2017. Respoden ialah seluruh karyawan cleaning service sebanyak 125 orang. Analisis data terdiri dari univariat, bivariat, dan multivariat dengan menggunakan SPSS. Hasil penelitian menunjukkan bahwa nilai signifikansi pemberian kompensasi (0,000), gaya kepemimpinan (0,000), dan sarana-prasarana (0,102) terhadap motivasi kerja karyawan cleaning service. Simpulan: Terdapat hubungan antara pemberian kompensasi dan gaya kepemimpinan dengan motivasi kerja karyawan cleaning service di RSUP Prof. Dr. R. D. Kandou Manado, sedangkan sarana-prasarana tidak berhubungan dengan motivasi kerja tersebut. Kata kunci: kompensasi, gaya kepemimpinan, sarana-prasarana, motivasi kerja