摘要
稳定优秀的人才队伍是医院实现可持续发展、争创"品牌医院"的重要保障。然而,随着卫生人才制度的不断完善与人才流动渠道的多元化,专家及新员工的流失严重制约着医院的发展。如何有效应对不同离职因素导致的人才流失已成为医院人力资源管理的重大课题。笔者通过数据分析研究了某大型医院员工离职现状,探索影响医务人员离职的主要因素有薪酬福利因素、家庭原因、医务人员长期工作产生的职业倦怠感、发展晋升方面的问题、进修深造等,并从加强人才引进的管理、健全人才培养的机制、促建和谐工作环境、加强岗位管理与员工激励等方面讨论了降低员工离职率的对策。
Stable and excellent talent team can make it possible for the hospital to achieve sustainable development and create a 'brand hospital'. However, with the constant improvement of health system and the diversity of talent flow, the loss of experts and new employees seriously restricts the development of the hospital. How to effectively deal with different factors contributing to employee turnover has been an important task for health human resource management. Based on the analysis of the status quo of staff turnover, the main factors influencing staff turnover can be described as follows: compensation, family, job burnout, promotion and training. Countermeasures such as strengthening human resources introduction and management, completing human resources training mechanism, building harmonious working environment, highlighting on post management and staff motivation are also mentioned.
出处
《中国医院》
2016年第8期59-61,共3页
Chinese Hospitals
基金
北京市社会科学基金研究基地项目(15JDJGA050)
关键词
大型医院
人力资源
离职
large hospital
human resource
turnover
