Author : Indah Pratiwi Suwandi, Jaslis Ilyas, Puput Oktamianti, Eka Pujiyanti, Dini Trisnowati,

Abstract : One of the HR problems that occur in hospitals is a high turnover rate which can have a negative impact on hospitals, that are the emergence of instability and uncertainty in the workforce, besides it can also increase financial investment in HR financing. Problems at Universitas Indonesia Hospital related to the high turnover rate can be seen from the increase in the turnover rate for General Practitioners, in 2020 42%, in 2021 55%, and in 2022 101%. This research was conducted with the aim of knowing HR problems related to the high rate of resignation of General Practitioners at Universitas Indonesia Hospital and factors that cause it. This research is a cross-sectional study using a descriptive analysis approach by looking at data on the number of General Practitioners who have resigned in 2020-2022. Reasons of resignation at RSUI are divided into 3 main reasons based on the majority of results found in the exit interview form for resigning employees, the reasons for resignation cumulatively during 2020-2022 are due to accepting other jobs by 58%, continuing education by 36%, and moving residence by 6%. Several strategies in dealing with the turnover rates in order to not have negative impact on hospital services as follows: Setting the time period for resignation; Carry out further analysis and evaluation regarding the benefits of the compensation; Build and increase the loyalty of General Practitioners to hospital; Create plans for general practitioner workload analysis

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