新形势下某军医大学附属医院人力资源管理现状与对策.docx
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1、目 录_棘.1.2+ ;$:.5论文正文新形势下某军医大学附属医院人力资源管理现状与对策.7胃一#会者 .71.1 研究背景.71.2研究目的 .81.3研究意义 .91.4研究内容 .91.5论文结构 .10第二章理论基础和研究设计 .112.1理论基础 .112.2文献回顾 .132.3研究设计 .17第三章研究对象和方法 .223.1研究对象 .223.2样本和抽样方法 .223.3调查工具 .233.4 数据收集与统计分析.233.5调查伦理问题 .25第四章结果与分析 .264.1 组织结构与战略规划的描述性统计及分析.264.2 管理制度与绩效考核的描述性统计及分析.284.3 技
2、能培训与学术交流的描述性统计及分析.304.4 文化氛围与工作环境的描述性统计及分析.324.5 学历与人力资源管理的相关性分析.334.6 任职时间与人力资源管理的相关性分析.35第五章结论、启示和建议 .375.1研究结论 .375.2实践启示 .395.3 本研究局限性及未来研究方向.41H总、会吉.43参考文献 .45文文献献综述医院人力资源管理的过程与影响因素 .47#較南犬 .55P付付m.57攻攻读读学学位位期期间间研研究究成成果果 .61 gi射射 .62缩略语表英文缩写英文全称中文全称 HRHuman Resource人力资源HRMHuman Resource Managem
3、ent人力资源管理HRFHuman Resource Functions人力资源管理职能Status Quo and Countermeasures of Human ResourceManagement in the Affiliated Hospital of MilitaryMedical University under the New SituationAbstractObjectiveThis study aims to understand the human resource management of Affiliated Hospitals of the Military
4、Medical University under the new situation, to provide theoretical basis for human resources management and further to make the hospital stand out of competition by analyzing staffs acceptance in five aspects, namely organizational planning, recruitment, training and promotion, performance managemen
5、t and compensation management, and by analyzing the problems in personnel employment, education, selection and retaining.MethodsAccording to human resource structure proportion, totally 800 persons all sampled from three affiliated hospitals of the military medical university and a survey by questio
6、nnaire, self-administered questionnaire and interview was conducted for the investigation.ResultsOrganizational structure and strategic planning, management system and performance assessment, skills training and academic exchanges, cultural atmosphere and working environment1.Descriptive statistical
7、 analysis and results of organizational structure and strategic planningStaffs have paid much attention and had high acceptance of the hospitals organizational structure and post setting, but they know a little about specific personnel management work and have low acceptance of the future planning.2
8、.Descriptive statistical analysis and results of management system and performance assessmentThe medical staff have high acceptance for the operation of human resource management system in hospitals, but they are not clear about the process of humanresources management and unsatisfied with the exist
9、ing salary and incentive. As to job promotion, personal competence weighs more instead of the traditional concept of seniority. Among factors affecting promotion, ndividual ability, educational qualifications and work attitude were considered the most important three factors. High medical personnel
10、turnover is the most prominent problem in human resource management of hospitals.3.Descriptive statistical analysis and results of skills training and academic exchangesThe skills training system of the hospitals is good and the academic exchange can satisfy demands of most people, but shows insuffi
11、cient emphasis on staffs9 professional development. Medical staffs have more demands on higher moral quality than on better professional skills. The academic exchange level presents normal distribution, which is reasonable at present and ranks at a satisfactory level in whole China.4.Descriptive sta
12、tistical analysis and results of cultural atmosphere and working environmentThe basic value orientation of the hospital is accepted by the staff, and the overall working atmosphere is good. But the military features are very obvious, and the command-following management can be found everywhere.Concl
13、usionsThe opinions of the staff of Affiliated Hospitals of the Military Medical University regarding current systems of human introduction, education, post assignment and retaining have fully demonstrated the achievements and to-be-resolved problems in human resources management of the hospitals. Ac
14、hievements: the hospitals have a sound organizational structure for human resources management and complete post setting, with a quantitative assessment system, a sound professional skills management system and a perfect promotion system.Training and promotion mechanism is complete, and there are sp
15、ecial channels of personnel training and enrollment. The basic value orientation is accepted by most staff, and the working atmosphere is good, and the living conditions of medical personnel have been improved. Problems: the process of human resources management of some Affiliated Hospital of the Mi
16、litary Medical University is indefinite and shows serious tendency of formalism, and still stays at the people-rule stage in nature. Administrative command goesbefore planning service, especially in the aspects of compensation and incentive, which is the most prominent problem, e.g. the material rew
17、ard of military staffs is much better than that of civilian ones, same work with different pay between military personnel and local employees, insufficient non-material incentive system, and existing incentives are a kind of icing on the cake” rather than “timely assistance”.Keywords : Military Medi
18、cal University, Affiliated Hospitals, human resource, management新形势下某军医大学附属医院人力资源管理现状与对策摘 要【目的】本研究旨在了解新形势下某军医大学附属医院人力资源管理状况,分析医务人员 对医院的人力资源管理工作在组织结构与战略规划、管理体制与绩效考核、技能培训 与学术交流、文化氛围与工作环境的认可程度,分析医院人力资源管理在引人、育人、 用人、留人方面的问题与根源,为新形势下军医大学附属医院人力资源管理提供决策 参考,以实现医院人才引得进、育得好、用得上、留得住,使医院在新一轮的竞争中 立于不败。【方法】选取某军医大学
19、的 3 所附属医院,以分层抽样的方法按照人员类别比例抽取医务 人员 850 名,以调查问卷为研究工具,采用率、构成比、相对比或差值对分类变量进 行描述。【结果】组织结构与战略规划、管理制度与绩效考核、技能培训与学术交流、文化氛围与 工作环境1、组织结构与战略规划的描述性统计分析及结果医务人员对于医院管理机构的关注度和承认度都高:93.28%的受访者认为自己当 前所在岗位可以发挥自己专业所长,71.96%的受访者承认医院的人事管理工作是有序 的;但对人事管理工作具体情况了解度较低:仅 36.46%的受访者对当前岗位与人数配 置是认可的,75.95%的受访者认为医院的人事管理有“走后门”或“暗箱操
20、作”现象, 56.61%对所在科室和岗位未来两年的人才需求状况不了解。2、 管理制度与绩效考核的描述性统计分析及结果90.11%的受访者认为医院的人才管理是公正的;71.05%的受访者认为医院的人力 资源管理制度能够得到严格执行;但医务人员对于人力资源管理流程并不了解, 72.99%表示不完全清楚医院的人才招聘机制,表明医院在人力资源管理的信息公开 方面还需要进一步强化。在薪酬、激励和晋升方面,受访者普遍不满:69.11%的受访 者认为目前医院的薪酬制度不合理,40.69%的人认为医院绩效、晋升制度对员工没有激励。职务晋升方面,人才本身能力性因素已经取代传统的论资排辈观念;在影响晋 升的各种影
21、响因素中,人们对个人能力、学历和工作态度的认可名列前三位;医务人 员流动率太高是医院在人力资源管理方面最突出的问题。3、技能培训与学术交流的描述性统计分析及结果医院的技能培训机制良好,89.31%的受访者对医院的技能培训总体满意,但 57.93%表示医院培训课程安排太多;七成以上的受访者认为医院的学术交流能满足需 要。医务人员对于自身道德素养的提升要求高于对职业技能的提升要求;学术交流层 次分布呈现正态分布,这种分布就目前来看比较合理,在全国处于较好水平。4、文化氛围与工作环境的描述性统计分析及结果医院基本价值追求能够得到认同,仅有 3.78%的人没听说过医院所提倡的价值观 与追求;七成以上受
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