Fit in die Zukunft. Personalakquise und Entwicklungen der Weiterbildungsstrukturen in聽der聽Gyn盲kologie

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• 作者：Dr. J. Lermann ; A. Rody ; Prof. Dr. A. W枚ckel
• 关键词：脛rztliche Weiterbildung ; Lebensqualit盲t ; 脰konomische Entwicklung ; Rekrutierungsma脽nahmen ; Personalauswahl ; Continuing medical education ; Quality of life ; Economic development ; Recruitment activities ; Personnel selection
• 刊名：Der Gyn?kologe
• 出版年：2015
• 出版时间：July 2015
• 年：2015
• 卷：48
• 期：7
• 页码：516-522
• 全文大小：575 KB
• 参考文献：1.Jacob R, Kopp J (2015) Berufsmonitoring Medizinstudenten 2014. Forschungsbericht. Kassen盲rztliche Bundesvereinigung (Hrsg.), Trier
  2.Bundes盲rztekammer (2013) 脛rztestatistik 2013. http://鈥媤ww.鈥媌undesaerztekamm鈥媏r.鈥媎e/鈥媝age.鈥媋sp?鈥媓is=鈥?.鈥?.鈥?2002 . Zugegriffen: 25.02.2015
  3.DGGG (2014) Facharzt f眉r Frauenheilkunde und Geburtshilfe. http://鈥媤ww.鈥媎ggg.鈥媎e/鈥媐ileadmin/鈥媝ublic_鈥媎ocs/鈥婮unges_鈥婩orum/鈥婩acharzt_鈥婩rauenheilkunde_鈥媢nd_鈥婫eburtshilfe_鈥婸PT.鈥媝df . Zugegriffen: 25.02.2015
  4.Frobenius W (2009) Effekte von Peer Teaching in einem geburtshilflich-gyn盲kologischen Praktikum. Geburtshilfe Frauenheilkd 9:848View Article
  5.Frobenius W (2011) Qualit盲tsmanagement in der Studentenausbildung. Geburtshilfe Frauenheilkd 4:292View Article
  6.Sch盲fer J, Beckmann MW, Frobenius W (2011) Deutliche Verbesserungen in der Ausbildung PJ-Studierender. Geburtshilfe Frauenheilkd 11:956View Article
  7.Buxel H (2009) Arbeitsplatz Krankenhaus: Der 盲rztliche Nachwuchs ist unzufrieden. Dtsch Arztebl 106(37):1790鈥?793
  8.Hucklenbroich C (2012) Generationenkonflikt in den Kliniken: Frage als Erstes, was man f眉r dich tun will. http://鈥媤ww.鈥媐az.鈥媙et/鈥媋ktuell/鈥媤issen/鈥媘edizin/鈥媑eneration-y-der-alte-arzt-hat-ausgedient-11729029-p6.鈥媓tml?鈥媝rintPagedArticl鈥媏=鈥媡rue#pageIndex_鈥? . Zugegriffen: 3.03.2015
  9.Bundes盲rztekammer (2011) (Muster-)Logb眉cher. http://鈥媤ww.鈥媌undesaerztekamm鈥媏r.鈥媎e/鈥媝age.鈥媋sp?鈥媓is=鈥?.鈥?28.鈥?30 . Zugegriffen: 25.02.2015
  10.DGGG (2007) Logbuch zur Grundweiterbildung in der Frauenheilkunde und Geburtshilfe
  11.G眉ntert A (2013) Novellierung der (Muster-)Weiterbildungsordnung 鈥?Strukturelemente, WIKI-B脛K, Zeitplan. http://鈥媤ww.鈥媋wmf.鈥媜rg/鈥媐ileadmin/鈥媢ser%5Fupload/鈥婦ie%5FAWMF/鈥婦elegiertenkonfe鈥媟enz/鈥婦K-2013-05/鈥婽OP%5F11%5FGuentert.鈥媝df . Zugegriffen: 25.02.2015
  
• 作者单位：Dr. J. Lermann (1)
  A. Rody (2)
  Prof. Dr. A. W枚ckel (3)
  
  1. Universit盲tsfrauenklinik, Universit盲tsstr. 21鈥?3, 91054, Erlangen, Deutschland
  2. Klinik f眉r Frauenheilkunde und Geburtshilfe, Universit盲tsklinikum Schleswig-Holstein, L眉beck, Deutschland
  3. Frauenklinik, Universit盲tsklinikum W眉rzburg, W眉rzburg, Deutschland
  
• 刊物主题：Gynecology; Obstetrics/Perinatology; Endocrinology;
• 出版者：Springer Berlin Heidelberg
• ISSN：1433-0393

文摘

Background The working conditions in German clinics have changed considerably over the past years. An increasing problem is the shortage of medical staff, particularly in areas of gynecology and obstetrics. In聽2013, 645聽continuing medical education certifications were awarded in the field of gynecology and obstetrics (5.8鈥? of all continuing medical education certifications). During recent years, the percentage of these certifications awarded to women has continued to increase: in 2013, this figure was 84鈥?. Female students interested in the field stressed the importance of family and recreational time compared to other aspects such as income, team orientation, the variety of work-related tasks, or scientific employment. Even though 61鈥? of clinicians are female, the proportion of female senior physicians registered by the B脛K is only 24鈥?. Discussion Important objectives are: to raise the interest of female students in the field and encourage them specialize in it; to structure continuing education programs and clinical routine such that the work represents an attractive and feasible future prospect for young colleagues. It is particularly important to motivate female staff with a family-friendly structure and working hours during continuing education, but also by providing individual career counselling for taking on responsibility and senior positions. Conclusion Recruitment of a new generation of medical staff, particularly in gynecology, will be of central importance during the coming years. Recruitment programs have to be initiated early to target students; structured continuing education and internal programs aimed at improving the working environment or furthering personal development are core elements of a scheme for attracting and binding staff.