H医院护理人员流失问题及对策研究

发布时间：2018-03-22 10:10

本文选题：员工流失　切入点：离职原因　出处：《广西大学》2017年硕士论文　论文类型：学位论文

【摘要】：当今医疗体制改革步伐在不断推进当中,随之而来的是诸如医院这样的医疗机构外部环境逐步改变。单一结构的市场格局转变为多元结构,21世纪人力资源优势将成为医院的核心竞争力。各个医院核心竞争力的体现形式,从单一的资本与产品转变为医院之间在进行人力资源的竞争。哪家企业想要在经济发展的竞争中占有相当数量的主动权,那么这样的企业必须拥有更多的高质量人力资源。对比各个医院之间的差距不难发现,差距的点就在于:人员。要想在激烈的医院竞争中成为最后的赢家,这样的医院就需要具备招募、留用、培养以及激励员工的能力。如今的医疗行业竞争是与日俱增的,医院要拥有相当数量的专业医疗技术人员,才能满足向百姓提供质良、安全、有效并且价格低廉的医疗服务。众所周知三分治疗七分护理,由此可知护理人员在整个医疗团队中的重要性不言而喻。医院想要稳步的提升护理质量,最大程度的减少医疗隐患,从而达到保障患者生命安全的目的,就必须具备足够的护理人员。本文基于H医院的实际状况,查阅了国内、国外的相关理论文献,运用了多种研究方法相结合的方式,通过实际数据多层次的分析H医院护理人员流失的问题。论文运用问卷调查法、离职员工个别访谈法、在职员工个别访谈法。调查统计出的数据归纳总结为内部、外部以及个体原因这三个方面,进而总结出H医院护理人员大量流失的问题点,以及导致这种离职意向的各种原因。基于研究数据从以下六个方面对护理人员流失问题应对改正,包括:加大行政管理力度、改善薪酬与福利、集中人事管理权限、加强H医院文化建设、重视护理人员职业生涯规划、加强宣传提高护理人员社会地位。最后,概括了本研究的结论,并提出了本次研究所存在的局限性以及不足之处,为问题的深入研究指出了一定的方向性。本研究为H医院护理管理给予了指导意义,并在人员流失问题上提供了一定的实践与理论意义,在同类型医院解决护理人员流失问题上给予参考。
[Abstract]:At present, the pace of medical system reform is constantly advancing. Following this, the external environment of medical institutions such as hospitals is gradually changing. The market pattern of single structure is transformed into pluralistic structure. The advantage of human resources in the 21st century will become the core competitiveness of hospitals. The form of competition, From a single capital and product to a competition between hospitals for human resources. Which enterprise wants to have a significant number of initiatives in the competition for economic development, Well, such enterprises must have more high-quality human resources. Comparing the differences between hospitals, it is not difficult to find that the point of the gap is: personnel. To be the ultimate winner in the fierce hospital competition, Such hospitals need to have the ability to recruit, retain, train and motivate their staff. Today's competition in the medical industry is increasing. Hospitals must have a considerable number of professional medical and technical personnel to meet the needs of providing good quality to the people. Safe, effective and inexpensive medical services. Well known for three points of treatment and seven points of care, the importance of nursing staff in the entire medical team is self-evident. Hospitals want to steadily improve the quality of care. In order to minimize medical hidden dangers and achieve the purpose of ensuring the life safety of patients, we must have sufficient nursing personnel. Based on the actual situation of H Hospital, this paper has consulted the relevant theoretical literature at home and abroad. This paper applies the method of combining many research methods to analyze the problem of the loss of nursing staff in H hospital through the actual data multi-level. The paper applies the method of questionnaire, the method of individual interview of the former employee, and the method of individual interview of the former employee. The data collected from the investigation and statistics are summarized as internal, external and individual reasons, and then the problem points of massive loss of nursing staff in H hospital are summarized. Based on the research data, we should correct the loss of nursing staff from the following six aspects, including: strengthening administrative management, improving compensation and benefits, centralizing the authority of personnel management. Strengthen the cultural construction of H hospital, attach importance to the career planning of nursing staff, strengthen propaganda to improve the social status of nursing staff. Finally, summarize the conclusions of this study, and point out the limitations and shortcomings of this study. This study provides guidance for nursing management in H hospital, and provides some practical and theoretical significance for the problem of staff turnover. In the same type of hospital to solve the problem of loss of nursing staff to give reference.
【学位授予单位】：广西大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：R197.3

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