【作者】 赵玲玲；

【导师】 林俐；

【作者基本信息】 南京农业大学 ， 工商管理硕士（专业学位）， 2022， 硕士

【摘要】 随着医疗改革的深入和医疗条件的进步,临床医学学科迎来了巨大的发展机遇。然而,目前我国医疗队伍还存在很多问题,比如数量不足、能力较弱和素质较低,建设医学学科的人才队伍还面临巨大压力。重点表现在随着编制数量的减少,合同制卫生技术人员作为医院的建设者和管理者,一方面要负责临床工作,另一方面要参与医院服务质量监督和成本管理。在这种情况下,合同制卫生技术人员的工作内容和压力都有所增加,这必然对合同制卫生技术人员的能力和素质提出更高的要求。本研究将从K医院的招聘现状出发,指出医院现存的招聘问题,通过引入胜任力、人岗匹配理论,帮助医院明确合同制卫生技术人员胜任岗位所应具备的能力、素质及相应的标准,为优化合同制卫生技术人员招聘体系提供基础,为合同制卫生技术人员的招聘提供相应的指导。基于胜任力、人岗匹配理论优化招聘体系,一方面提高招聘效率,另一方面帮助医院充分发挥合同制卫生技术人员在医院建设和管理方面的作用。本研究分析了目前K医院合同制卫生技术人员的人员情况及目前运用的招聘体系,通过行为事件访谈方式,访谈研究K医院合同制卫生技术人员招聘体系存在的问题,深入分析问题产生的原因;其次运用文献分析法、工作内容分析法、德尔菲专家咨询法、Likert五级量表,对相应的问题提出相应的优化策略;在研究优化策略的过程中提出建议。根据合同制卫生技术人员招聘体系存在的问题及其原因,运用胜任力理论、人岗匹配理论等指导着招聘体系的优化,包括招聘规划的完善、强化岗位分析、优化招聘环节、招聘效果的评价与监督。在制定人员招聘计划时,我们应根据运营目标,完善招聘计划,根据科室定位,完善培训目标;在岗位分析时,应强化岗位分析,完善岗位职责;优化招聘环节时,重点优化招聘流程和招聘渠道,选择方便、快捷、低成本的招聘渠道;招聘效果的评估应采用多种方法,专人负责,跟踪评价。更多还原

【Abstract】 With the deepening of medical reform and the progress of medical conditions,clinical medicine has ushered in a great opportunity for development.However,at present,there are still many defects in our medical team,such as lack of quantity,weak ability and low quality.The talented team of medical disciplines still faces great pressure to build.With the decrease of the number of personnel,contract health technicians,as the builders and managers of hospitals,are responsible for clinical work on the one hand,and participate in the supervision of hospital service quality and cost management on the other.In this case,the work content and pressure of contract health technicians have increased,which inevitably puts forward higher requirements for the ability and quality of contract health technicians.Recruitment status quo of this research from K to the hospital,points out that the recruitment problems existing in the hospital now,through introducing the theory of competency,people post matching,contract clearly help hospital health technical personnel are qualified for positions should have the ability,quality and the corresponding standards,in order to optimize the contract health technical personnel recruitment system provides the basis,Provide appropriate guidance for the recruitment of contract health technicians.To optimize the recruitment system based on the theory of competency and person-post matching,on the one hand,to improve the recruitment efficiency,and on the other hand,to help hospitals give full play to the role of contract health technicians in hospital construction and management.This study analyzed the current situation of contracted health technicians in K hospital and the current recruitment system.Through behavioral event interviews,the problems in the recruitment system of contracted health technicians in K hospital were identified,and the causes of the problems were analyzed in depth.Secondly,literature analysis,job content analysis,Delphi expert consultation and Likert five-level scale are used to put forward corresponding optimization strategies for the corresponding problems.Suggestions are made during the study of optimization strategies.According to the existing problems of the contract health technical personnel recruitment system,the reasons for the problems were analyzed,and the competency theory and person-post matching theory were used to guide the optimization of the recruitment system,including the improvement of recruitment planning,strengthening post analysis,optimizing recruitment links,evaluation and supervision of recruitment effects.When making the recruitment plan,we should improve the recruitment plan according to the operation goal,and improve the training goal according to the department positioning;In the post analysis,should strengthen the post analysis,improve the post responsibility;When optimizing the recruitment link,focus on optimizing the recruitment process and recruitment channels,choose convenient,fast and low-cost recruitment channels;Multiple methods should be adopted to evaluate the effectiveness of recruitment.更多还原