非夜班岗位护理人员调查与人力使用对策

目的 优化护理队伍岗位设置,合理使用护理人力资源。方法 就非夜班部门护理人员的岗位调整问题向全院护理人员做调查;并采取相应对策,如职称晋升、职务聘任、奖金分配等机制来引导护理人员向临床一线夜班部门流动。结果 这一措施的实施,有效提高了护士的积极性和工作质量,满足了护理人员自身发展和医院发展的需要,从2000年开始至2003年10月已有26人顺利轮到夜班岗位。结论 调整非夜班岗位人员的结构,改变了护士老了就只能在门诊的观念;培养护士一专多能:使部分护理人员因怀孕、哺乳免夜班期间的工作得到合理的安排;克服了因无夜班影响晋升与聘用的困难;克服人力使用上的不合理性;护士流动与调整走上了制度化管理的轨道。

The investigation to non-night shift nurses and the strategy to manpower usage

Objectives: To optimize the nursing position setup and to use nursing human resource reasonably. Method: Do a survey among all nursing staff about non-night shift position adjustment, and take actions accordingly, such as promotion, contract and bonus distribution, to encourage nurses to work at night shift position. Results: By this strategy, nurse's work enthusiasm and quality of nursing care were improved, and the needs of both the nurses' self-improvement and the hospital's development were meet. There were 26 persons had chance to work in night shift from 2000 to Oct. 2003. Conclusion: The adjustment of non-night shift position changes the concept that older nurses just can work at the outpatient department; makes nurses can fit multiple positions; encourages reasonable arrangement of some nurses who are pregnant or in breast-feed period; conquers the difficulties of promotion and contract without night shift position work; solves the unfair problem in human resource management; and makes the nurses' floating and adjusting as a regular system.