浅谈如何在医院招聘工作中促进医院形象建设

医院招聘工作不仅是医院广纳贤才的过程,同时也是医院对外公关,促进医院良好形象建设的过程.本文针对当前招聘工作中存在的影响医院形象的问题,结合医院2011年招聘工作经验,提出促进医院形象建设的招聘对策建议.     

医院人力资源招聘方式的分析及解读

近年来,随着我国医疗体系改革的深入推进,对于医疗人才的需求越来越大.在医院人力资源招聘工作过程中,仍存在着信息不畅通、招聘几乎不合理、招聘方式单一等诸多问题.本文立足医院人力资源招聘工作实践,探索多样化的招聘方式,以期指导理论研究与医院人力资源招聘工作.     

提高毕业生招聘效果的对策研究

为提高毕业生招聘效果,积极探索提高招聘效果的具体措施,借鉴国内毕业生招聘案例并结合医院招聘过程中存在的问题进行分析并提出有效解决方案。近五年医院招聘的毕业生能够快速适应岗位要求,均顺利通过医院的试用期,部分人员已经成长为科室骨干。     

精细化管理在公立儿科医院招聘工作中的成效分析△

通过分析公立儿科医院招聘工作中存在的突出问题，将精细化管理理念与医院招聘工作有机结合，提出儿科医院招聘工作精细化管理的具体举措。作者对2020年—2022年招聘数据汇总分析显示，将精细化管理应用在招聘工作中，可有效提增招聘报名人数、缩短招聘考核时间、提升招聘计划完成率、降低新员工辞职率，为医院可持续发展提供坚强人才保障。     

医院人才招聘流程再造与优化

人才是医院核心竞争力的基石，是医院建设与发展的源动力，科学、规范、有效的招聘流程有利于引进优秀人才。本文从当前医院发展对人才需求的现状人手，分析传统招聘方式存在的缺陷，结合所在医院人才招聘工作经验，分别从招聘的前期、中期、后期进行分析、归纳和总结，提出医院人才招聘流程建构的合理化建议。     

筛选优秀简历

筛选简历是招聘的第一步，也是医院人力资源部门在招聘过程中工作量最大的环节之一。     

军队医院聘用人员管理中的法律风险与防范对策

聘用人员是军队医院发展中不可缺少的支持力量,也为军队医院人力资源管理工作带来了一定的法律风险。从招聘录用、纪律管理、人事管理3个环节着手,分析了军队医院聘用人员管理中容易产生的法律风险,并提出了防范的具体措施。     

医院人才招聘工作存在的问题及对策

人才招聘是医院人力资源管理工作的基础,是促进人职匹配、人尽其才的关键。本文通过分析医院人才招聘工作现状和存在的不足,指出人才招聘必须基于医院发展战略,做好事前计划、事中控制、事后反馈,才能真正提高人才招聘工作效益。     

医院人力资源合同法律风险与防范措施研究——以“中国裁判文书网”中福建省医院的219份裁判文书为例

在全面依法治国的时代背景下，《民法典》的深入贯彻实施，国民不断提高的法律意识、法治观念，对医院人力资源管理过程中存在的法律风险等问题的规避与处理提出更高的要求，尤其是人力资源合同中的相关事宜处理、争议规避。本文以“中国裁判文书网”中福建省医院的219份裁判文书为数据来源进行分析，归纳总结医院人力资源合同种类及相应争议的处理方式，论述了目前医院人力资源合同管理过程中从合同要约、员工入职、合同签订、合同履行、解除合同等不同阶段和程序中常见的法律风险，并提出相应的防范措施、策略。     

美国立法反基因歧视

此前，美国有41个州制定的有关医疗保险的法律涉嫌存在基因歧视的条款，有31个州已经采纳了工作场所基因歧视的法律。反基因歧视立法后，保险公司或雇主等不得在提供医疗保险或招聘过程中，区别对待那些基因检测显示易患某些疾病的人。     

IRS proposes ruling on physician recruitment. How a hospital recruits physicians would affect its tax-exempt status

On March 15, 1995, the Internal Revenue Service (IRS) announced a proposed revenue ruling stating how certain physician recruitment practices could be implemented without threatening hospitals' tax-exemption. As proposed, the IRS ruling would provide flexibility for recruitment incentives rather than a list of strict physician recruitment guidelines. The proposed ruling is not legally binding until issued in final form, and there is no deadline for finalizing it. In the meantime, however, the standards outlined in the proposed ruling reflect arrangements the IRS likely would approve, which should be an incentive for tax-exempt hospitals to follow reasonable physician recruitment practices. Assuming a hospital complies with other legal requirements such as fraud and abuse laws, it must answer two key tax-exempt status questions for its recruitment or retention package: Will the incentives result in a disguised distribution of profits from the operation of the organization? Is the total incentive package reasonable under all the facts and circumstances, both in absolute total value for physician(s) recruited and in relation to services required by the hospital and the community? The proposed ruling also provides guidance on basic documentation requirements and a process for approving recruitment arrangements.     

浅议医院人才招聘中的优化措施

人才招聘是医院人力资源管理的核心内容，本文根据当前医院招聘面临的诸多问题，提出了“重视人才招聘工作，为招聘工作提供支持”“创新招聘体制，优化招聘流程”“着眼医院整体，开展针对性招聘”“建立开放透明平台，提高招聘效率”等优化措施。     

Patient consent in seven medical-care institutions

An exploratory study of the patient consent process was conducted in seven large medical-surgical institutions. Analysis of the most recent literature on consent and of data provided by knowledgeable persons in each facility led to the conclusions that (1) the primary intent of obtaining patient consent is to legally protect the hospital and the physician, (2) legal and educational objectives are confused and entangled in the consent process, (3) legal objectives are not adequately met in any facility, and (4) the potential for sophisticated patient education is dim given existing procedures.     

Waiting for placement: Discharge from hospital to long-term care in Ontario

Great pressures are placed on hospitals to promptly discharge patients. This is especially true of patients deemed “alternate level of care,” often referred to pejoratively as “bed blockers.” To alleviate these pressures, hospitals enact policies, both formal and informal, to discharge alternate level of care patients who are awaiting placement into long-term care homes. In addition to being dangerous for some of the patients discharged, these discharge policies also leave the hospital, its employees, physicians, and Community Care Access Centres open to legal liability. In 2013, the Advocacy Centre for the Elderly received more than 300 individual requests for legal service in 2013 on behalf of patients, relating to conflict with hospital policies and the placement process. This article analyzes the legal requirements relating to discharge from hospital and admission to long-term care.     

16PF在公立医院硕士及以上学历人才招聘中的应用

16PF是效果显著的人格测评工具,通过恰当运用16PF,构建科学的人格特质评估模型,在招聘环节对公立医院硕士及以上学历应聘者进行人格评估,优化公立医院硕士及以上学历人才招聘工作,对于医院发展具有重要的意义。文章通过观察法、文献查阅法、访谈法、问卷调查法等方法,首先对医院现有工作人员的行为、产出以及人格特质进行评估,然后对硕士及以上学历应聘者进行人格评估,将评估结果与应聘者入职后表现进行长期跟踪对照,从而有效检验并完善人格评估模型。应用16PF可以完善公立医院招聘体系,优化医院人才队伍,促进医院健康发展。     

Rural Illinois Hospital Chief Executive Officers'' Perceptions of Provider Shortages and Issues in Rural Recruitment and Retention

BACKGROUND: It is important to assess rural health professions workforce needs and identify variables in recruitment and retention of rural health professionals. PURPOSE: This study examined the perspectives of rural hospital chief executive officers (CEOs) regarding workforce needs and their views of factors in the recruitment and retention process. METHODS: A survey was mailed to CEOs of 28 Illinois rural hospitals, in towns ranging from 3,396 to 33,530 in population size. The survey addressed CEO perceptions of number of physicians needed by specialty, need for other health professionals, and variables important to recruitment and retention. FINDINGS: Twenty-two CEOs (79%) responded to the survey. Eighty-six percent indicated a physician shortage in the community, with 64% reporting the need for family physicians. CEOs also indicated the need for physicians in obstetrics-gynecology, general and orthopedic surgery, general internal medicine, cardiology, and psychiatry. In terms of needs for other health professionals, most often mentioned were registered nurses (91%), pharmacists (64%), and nurses' aides (46%). Related to recruitment and retention, most often mentioned by the CEOs was community attractiveness in general, followed by practice and physician career opportunities. CONCLUSIONS: CEOs offer 1 important perspective on health professions needs, recruitment, and retention in rural communities. While expressing a range of opinions, rural hospital CEOs clearly indicate the need for more primary care physicians, call for an increased capacity in nursing, and point to community development as a key factor in recruitment and retention.     

项目管理方法在公立医院招标采购工作中的应用

目的优化医院招标采购的流程管理,公平、公正、合法合规地进行招标采购工作。方法将项目管理的方法运用到招标采购的流程中,使整个招标采购过程阶段节点明晰,环环相扣,有条不紊。结果完善的流程实现了招标采购全过程的可控性和可监管性,降低了医院的采购成本,提高了工作效率。结论医院招标采购流程的项目化改造,为医院的采购工作提供了科学合理的方法,进一步改进了医院采购工作。     

A generalizable framework for information systems for physician recruitment/referral

Hospital information systems have evolved from data processing systems for patient billing and payroll to decision-support systems which support decision making at the middle and upper management levels. With the advancements in the areas of database management, expert systems and networks, important hospital functions such as physician recruitment and referral which historically were performed using traditional procedures, are now performed using these computer-based technologies. Develops a generalizable framework for information systems for physician recruitment and referral using technologies of database management, expert systems and networks. This GIS-PRR system may be used by hospitals and other health-care providers to improve the efficiency and effectiveness of the physician recruitment/referral process.     

医院管理人员综合测评指标体系构建

从医院管理工作的实际出发,结合人才测评的相关理论,以职业为导向,以人才素质为依据,运用专家咨询法和层次分析法,构建了医院管理人员综合测评指标体系.选定一级指标共4个,包括知识水平、基本素质、管理能力、科研能力;二级指标32个,包括学历层次、外语水平、计算机应用能力、法律知识、专业知识等,并赋予了相应的权重.该指标体系可为医院客观、可靠、有效地甄别管理人才,为管理人才的录用、培训、选拔和晋升提供参考,也为个人的发展提供借鉴.

Abstract：

A general evaluation indexing system is constructed based on hospital specifics, in HR evaluation theory, on job orientation, HR competence, and by means of expert consultation and level of analysis. Four tier-1 indexes were earmarked as knowledge, basic competence, management capability, and research capability; 32 tier-2 indexes include education background, foreign language command, computer capability, legal knowledge, and professional knowledge, each having different weight. This indexing system enables hospitals to screen their management staff objectively, reliably and efficiently. Moreover, it serves as a reference not only for their recruitment, training, screening and promotion, but also for their personal development.     

社区志愿者参与医院志愿服务的实践与体会

介绍如何通过招募、甄别、培训和管理来建立一支社区志愿者队伍有效地参与医院志愿服务,并对社区志愿者参与医院志愿服务过程中存在的优点和不足进行了分析,最后总结了社区志愿者参与医院志愿服务的主要成效。