摘要
医院管理人员职业发展中存在的问题主要包括管理岗位职级制度设定不完善,部分医院"轻管理、重医疗"的现象依然普遍存在,医院对于管理层人员的职业发展指导力度不够。我国大多数医院对于管理岗位上职员职级的定位、制度设置还处于生搬硬套阶段,受限较大。学历、工龄、行政职务、职称等可能是硬性条件,对于不同岗位上的人才价值缺少评估。许多医务人员还存在传统的思想,认为救死扶伤才是最重要的,管理方面薄弱一些也没有关系,这就导致医院管理不能紧跟时代发展的趋势。大多数的医院管理体制没有结合实际情况,也没有根据不同岗位、不同管理层来制订有针对性的职业发展路线。应完善管理岗位职员职级体系制度,建立科学的管理人才培养计划,因人而异设定合理的职业发展路线。
The problems in the professional development of hospital management staff mainly include the imperfection of the management post rank system,the phenomenon of"ingnore management and stress on medical treatment"still exists in some hospitals,and the guidance of the hospital for the professional development of management personnel is not enough. Most hospitals in our country are still in the stage of hard copy for the positioning and system setting of the staff rank in the management position,which is relatively limited. Education background,length of service,administrative position,professional title and so on may beessential requiements,and the evaluation of talents in different positions is inadequate. Many medical staff still has the traditional conception that the most important thing is to save the dead and help the wounded,and the management is at its most common place,which leads to the hospital management cannot keep up with the development trend of the era. Most of the hospital management systems are not match with the actual situation,nor design individualized career path for different positions and different management levels. Therefore,it is necessary to improve the rank system for management staff,establish a scientific training plan for management staff,and set a reasonable career development path for different people.
作者
刘炳铄
LIU Bing-shuo(Tumor Hospital Affiliated of Harbin Medical University,Harbin 150086,China)
出处
《黑龙江科学》
2020年第6期130-131,共2页
Heilongjiang Science
关键词
医院
管理人员
职业发展模式
Hospital
Managers
Career development model
