某医院一线护理人员绩效考核评价因素的探讨

发布时间：2018-04-30 04:34

本文选题：护士 + 绩效考核　；参考：《河北医科大学》2015年硕士论文

【摘要】：随着社会的飞速发展,医疗卫生行业竞争越来越激烈,人才作为医院发展核心竞争力的重要组成部分,日益凸显出其关键性。护理人员在医院的正常运转、发展壮大等方面起着不可或缺的作用。现代护理管理者和研究者已经充分认识到绩效考核的重要性,绩效考核已经成为护理管理工作的重中之重。护理绩效考核在提高管理效率,改进工作质量,调动工作积极性等方面有很大的作用。但目前大多数医院尚未建立完善的护士绩效管理系统,护理人员的工资奖金大多是平均发放,干多干少、干好干坏对工资奖金分配影响不大,不能起到绩效考核的激励作用,护理人员工作积极性受到很大打击,整体素质提高困难,工作质量下降,严重阻碍了护理专科水平的提升。目的:本研究旨在制定一套能够真正反映护士个人能力、履职情况、服务对象满意度等工作实绩的绩效考核系统,激励护士的工作积极性,明确组织目标及努力方向,提升护理管理水平,为护理人员的进修学习、晋升职称、岗位调配等方面提供参考。方法:采取现场访谈、发放问卷两种形式。采用普查的方法向全院一线护士发放统一的问卷调查表进行摸底调查。对全院护士长及12名护理相关工作人员进行半结构式访谈,其中包括2名护理部主任、内外科10名科主任进行深入访谈。通过召开座谈会、讨论等方式获取相关信息和其他形式充分了解绩效工资分配中存在的问题及护理绩效评价和绩效的建议。为了做好质量控制工作,在数据录入汇总时采用双人录入核对的方式,保证数据的准确性。采集数据工作完毕后将调查数据录入采用Excel2003软件建立数据库,对数据进行描述性分析。结果:①研究设计了三级综合性医院一线护士绩效评价因素体系,该体系由岗位系数、个人系数、患者满意度和护理安全4个评价因素组成。②根据医院各岗位的工作范畴以及工作特点,制定个人系数、满意度测评、工作质量、护理安全不同的评价因素确立不同的系数值。结论:医院一线护理绩效评价因素的建立可以让各层级护士根据自己的能力胜任相应的工作,并实现多劳多得;奖励性绩效的实施给护士的职业发展制定了方向,让护士专业更具有专科特点,找到自己努力的方向,提高护理队伍的技术含量,从而提高护士的工作积极性,提高护士整体素质。绩效评价体系的实施对提高专业素质的具有特别明显的激励作用;对于管理者而言,还可以了解被考核者的综合素质和工作能力,挖掘管理中的薄弱环节,为护理人力资源合理配置有力依据。
[Abstract]:With the rapid development of society, the competition of medical and health industry is becoming more and more fierce. As an important part of the core competitiveness of hospital development, talent increasingly highlights its key. Nursing staff play an indispensable role in the normal operation and development of the hospital. Modern nursing managers and researchers have fully recognized the importance of performance appraisal, performance appraisal has become the most important work of nursing management. Nursing performance appraisal plays an important role in improving management efficiency, improving work quality and arousing work enthusiasm. However, at present, most hospitals have not established a perfect nurse performance management system, the salary bonus of nursing staff is mostly paid on average, the work is more and less dry, the dry or bad has little effect on the distribution of salary bonus, and it can not play an incentive role in the performance appraisal. The enthusiasm of nursing staff was hit hard, the whole quality was difficult to improve, and the quality of work decreased, which seriously hindered the improvement of nursing specialty level. Objective: the purpose of this study was to establish a performance appraisal system that can truly reflect the actual performance of nurses, such as their personal ability, performance, satisfaction with their clients, etc, so as to motivate the nurses' work enthusiasm, clarify the organizational goals and the direction of their efforts. To improve the level of nursing management, to provide reference for nursing staff learning, promotion title, post allocation and so on. Methods: two forms of questionnaire were given out by field interview. The general survey method was used to distribute a unified questionnaire to the first-line nurses in the whole hospital. A semi-structured interview was conducted with the head nurses and 12 nursing related staff including 2 nursing directors and 10 directors of internal and surgical departments. Through holding a forum, discussing and obtaining relevant information and other forms of fully understand the problems existing in the allocation of performance pay and nursing performance evaluation and performance recommendations. In order to do a good job of quality control, in the data input and summary the way of double entry check, to ensure the accuracy of the data. After collecting the data, the investigation data was input and the database was established by Excel2003 software, and the data was analyzed in a descriptive way. Results the performance evaluation factor system of first-line nurses in tertiary general hospitals was designed by the study of "1: 1". The system was composed of post coefficient, personal coefficient, According to the work category and working characteristics of each post in the hospital, four evaluation factors of patient satisfaction and nursing safety were established, and the factors of personal coefficient, satisfaction evaluation, job quality and nursing safety were determined to be different coefficient values according to the working category and working characteristics of each post in the hospital. Conclusion: the establishment of the evaluation factors of hospital first-line nursing performance can make nurses at all levels competent for the corresponding work according to their own ability, and achieve more work and gain more. The implementation of incentive performance has laid down the direction for nurses' professional development. The specialty of nurses should be more specialized, find the direction of their own efforts, improve the technical content of nursing team, improve the enthusiasm of nurses and improve the quality of nurses as a whole. The implementation of the performance evaluation system has a particularly obvious incentive to improve professional quality, and for managers, it can also understand the comprehensive quality and working ability of the people to be assessed, and excavate the weak links in the management. There is a basis for rational allocation of nursing human resources.
【学位授予单位】：河北医科大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：R47

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