| 基于胜任力理念的临床医师人力资源管理初探 |
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| 引用本文： | 李星,唐昆,何志方,黄黎姿,刘乃丰. 基于胜任力理念的临床医师人力资源管理初探[J]. 现代预防医学, 2015, 0(20): 3727-3729 |
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| 作者姓名： | 李星 唐昆 何志方 黄黎姿 刘乃丰 |
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| 作者单位： | 东南大学附属中大医院，江苏 南京 210009 |
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| 摘 要： | 摘要:临床医师是实现医院目标的重要群体，是医院管理的重要资源。由于其成长的漫长与系统性、专业的精细与复杂性，现阶段医院人力资源管理对临床医师绩效与素质的考评，具有评价指标不明确和不连贯的局限性。以应用实践为落脚点，引入胜任力理念为宏观导向的临床医师人力资源管理，结合胜任力理论的定义、特征与分类，强调资源动态管理的过程，依赖医院信息化平台，科学选择一、二级指标，构建全面综合的临床医师胜任力评价网状体系。真正发挥评价的诊断、导向、激励和鉴定功能，匹配医院资源与医师发展规划，针对招聘、晋升、考核和培训等人力资源管理内容特点，甄选关键指标。平衡医师群体“质”和“量”双层面的控制，实现培养与考核的相统一，实现个人发展与医院管理相统一，做到优化提升的可持续发展循环，做到人力资源的深入开发与管理，这也是现代医院管理理念与运用的有效补充，也是传统人事管理希望增强功能的着眼点。
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| 关 键 词： | 关键词:胜任力 临床医师 人力资源管理 |
The primary exploration of clinical Human-Resource Management based on competency |
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| LI Xing,TANG Kun,HE Zhi-fang,HUANG Li-zi,LIU Nai-feng. The primary exploration of clinical Human-Resource Management based on competency[J]. Modern Preventive Medicine, 2015, 0(20): 3727-3729 |
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| Authors: | LI Xing TANG Kun HE Zhi-fang HUANG Li-zi LIU Nai-feng |
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| Affiliation: | Zhongda Hospital Affiliated of Southeast University, Nanjing, Jiangsu 210009, China |
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| Abstract: | Abstract: Clinician is practically regarded as an indispensable entity for achieving the objectives of hospitals and the key resource of hospital management. Considering the remarkable time-consuming self-development of clinicians and the sophistication and complexity of this specialty, the hospital evaluation system is inevitably limited on the inaccuracy and non-consistency. Based on the practical value, it is advisable to introduce the competence-based clinical Human-Resource Management system. By the definition, characteristics and classification of this system, this dynamic management process chooses the primary and secondary scientific indications based on the hospital information platform to fully unleash the evaluation functions through four related aspects comprising diagnosis, guidance, motivation and verification, so as to match the hospital resources and development with clinicians' goals of career development. It is recommended to cautiously select the KPI while maintaining the balance between "quality" and "quantity", so as to achieve the dual goals of clinician personal development and hospital management, and to enhance the sustainable development of the hospitals. It is extremely important to fully realize that the Human-Resource development and management is the effective complementary to modern hospital management, and the key point for the enhancement of the traditional personnel management. |
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| Keywords: | Keywords: Competency Clinician Human resource management |
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