基于胜任力的秦皇岛市妇幼保健院医务人员培训体系研究

发布时间：2018-04-02 01:36

本文选题：人力资源　切入点：培训体系　出处：《燕山大学》2016年硕士论文

【摘要】：随着我国医疗体系改革的不断深入和卫生事业的蓬勃发展,医疗卫生水平有了巨大的改善。伴随医患关系的紧张,病人的不满和投诉增多,医疗纠纷日益突出,分析医患关系紧张的原因,既有社会因素的影响,也与医疗单位长期缺乏全面有效的员工培训有关。现如今,人们越来越清醒的意识到,人才是决定企业发展的根本因素,得到人才便得到发展,留住人才便留住希望,医院也不例外。员工培训对提升医院服务水平,加强医院文化建设,促进员工个人发展等方面具有重要意义。因此,如何正确认识和正确系统的对医院员工进行培训显得尤为重要。鉴于人员陪训的重要性,本文以秦皇岛市妇幼保健院作为研究对象,通过调查研究的方法,发现秦皇岛市妇幼保健院在员工培训上存在医院对员工培训内容缺乏针对性,无完整的培训体系,缺乏培训后期评估,缺乏培训需求分析,缺乏能力提高方面的培训等不足。总结上述发现,认为把胜任力理论应用到人员培训中构建胜任力的人员培训体系,并结合我院的实际情况,应用专家小组法、行为事件访谈法等方法,确定优秀员工和普通员工的胜任力特征差异,针对存在的差异进行培训需求分析,来制定具有实用性的培训计划。最后,基于基准胜任力和鉴别胜任力特征,提出了适应保健院人员培训不断发展的建议和措施。
[Abstract]:With the deepening of medical system reform and the vigorous development of health care in China, the level of medical and health care has been greatly improved. With the tension of doctor-patient relations, patients' dissatisfaction and complaints have increased, and medical disputes have become increasingly prominent. The analysis of the causes of the tension between doctors and patients is related to both the influence of social factors and the lack of comprehensive and effective staff training in medical units for a long time. Nowadays, people are becoming more and more conscious that talent is the fundamental factor that determines the development of enterprises. Staff training is of great significance in improving the level of hospital service, strengthening the construction of hospital culture, and promoting the personal development of staff. In view of the importance of personnel training, this paper takes Qinhuangdao Maternal and Child Health Institute as the research object, through the method of investigation and research. It is found that Qinhuangdao Maternal and Child Health Institute lacks pertinence of staff training content, lack of complete training system, lack of post-training evaluation, and lack of training needs analysis in staff training in Qinhuangdao City. This paper summarizes the above findings, thinks that applying competency theory to the training system of personnel competence, and combining the actual situation of our hospital, applies the expert group method. Behavior event interview method and other methods to determine the difference between outstanding staff and ordinary staff competency characteristics, according to the differences in training needs analysis, to develop a practical training plan. Based on the characteristics of benchmark competence and differential competence, suggestions and measures to adapt to the continuous development of health hospital staff training are put forward.
【学位授予单位】：燕山大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：R197.5

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