运用精益管理改进医院聘用人员试用期考核机制的探讨
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摘要
目的运用精益管理改进医院聘用人员试用期考核机制,旨在让考核机制规范化、标准化,建立真正的"双向选择"。方法以2013年至2017年医院新进1256位员工为研究对象,2015年起将精益管理的方法引入试用期考核,通过建立标准化试用期考核流程、完善业绩评估体系、明确考核职责,实现考核方式信息化、考核结果运用及跟踪、回顾检验,调整强化试用期考核体系等建立完备的试用期考核机制。比较考核机制改进前后基本合格及不合格人数占总考核人数比和基本合格及不合格人数占总离职人数比。结果自2015年开始在集团内实施试用期考核后,改进后的基本合格及不合格人数占总考核人数比为11.69%,较改进前的2.94%明显提高(p<0.01);基本合格及不合格人数占总离职人数比为51.11%,较改进前的7.41%明显提高(p<0.01)。结论运用精益管理方式探索科学制定医护人员试用期考核机制的方式,避免试用期考核流于形式,使得不符合或不适应医院要求的人员可在试用期内离职选择新岗位,为双方互相选择提供参考依据。
Objective To improve the probationary employee evaluation mechanism using lean management, aiming at standardizing the evaluation system and establishing real "two-way choice". Methods A total of 1256 new employees of the hospital during 2013-2017 were selected as research subjects.Since 2015, the lean management method was introduced into the probationary evaluation. A complete probationary evaluation system was established through setting up standardized trial period assessment process, improving performance evaluation system, clarifying responsibilities of evaluation,informatizing evaluation method, applying and tracing of evaluation results, retrospective testing, and adjusting and strengthening probationary evaluation system, etc. The proportion of basically qualified and unqualified people in all the people under evaluation, and the proportion of basically qualified and unqualified people in all the people of dimission before and after the evaluation system improvement was compared. Results Since the adoption of probationary evaluation in the group in 2015, the proportion of basically qualified and unqualified people in all the people under evaluation was 11.69%,which was significantly higher than 2.94% before the adoption(p<0.01). The proportion of basically qualified and unqualified people in all the people of demission was 51.11% after the adoption, which was significantly higher than 7.41% before the adoption. Conclusion Using lean management to explore scientific probationary evaluation system for medical staff can prevent probationary evaluation being mere formality, enable the people ineligible for the requirements of hospital to leave and choose new positions during probation, and provide reference for "two-way choice".
Objective To improve the probationary employee evaluation mechanism using lean management, aiming at standardizing the evaluation system and establishing real "two-way choice". Methods A total of 1256 new employees of the hospital during 2013-2017 were selected as research subjects.Since 2015, the lean management method was introduced into the probationary evaluation. A complete probationary evaluation system was established through setting up standardized trial period assessment process, improving performance evaluation system, clarifying responsibilities of evaluation,informatizing evaluation method, applying and tracing of evaluation results, retrospective testing, and adjusting and strengthening probationary evaluation system, etc. The proportion of basically qualified and unqualified people in all the people under evaluation, and the proportion of basically qualified and unqualified people in all the people of dimission before and after the evaluation system improvement was compared. Results Since the adoption of probationary evaluation in the group in 2015, the proportion of basically qualified and unqualified people in all the people under evaluation was 11.69%,which was significantly higher than 2.94% before the adoption(p<0.01). The proportion of basically qualified and unqualified people in all the people of demission was 51.11% after the adoption, which was significantly higher than 7.41% before the adoption. Conclusion Using lean management to explore scientific probationary evaluation system for medical staff can prevent probationary evaluation being mere formality, enable the people ineligible for the requirements of hospital to leave and choose new positions during probation, and provide reference for "two-way choice".
引文
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12金乐萍.量化考核在急诊科护理中的实施体会[J].中医药管理杂志,2018(2):192-193.
2史美景,刘红雨,蒋步锦,等.某三甲医院人才招聘效果评价[J].江苏卫生事业管理,2017,28(4):53-54.
3胡婷.高校人力资源管理中的试用期管理[J].中国管理信息化,2015,18(2):229-230.
4王志专.对企业新进大学生实施试用期考核的思考[J].经营管理者,2010(9):208-208.
5王伟琴.搭建新员工试用考核体系的四部曲[J].人力资源,2008(20):36-39.
6郑洋,范杰,李哲,等.精益管理在医院科研管理中的探索与实践[J].中医药管理杂志,2016(7):145-147.
7汪鑫.PDCA循环在医院试用期管理中的应用[J].人力资源管理,2015,8(5):197-198.
8乔永利.试用期管理的三条主线[J].企业管理,2013(12):76-79.
9陈安民.现代医院核心管理[M].人民卫生出版社,2015.
10廖花平,刘瑜琳.完善聘用医护人员试用期考核机制的实践与思考[J].中国医院管理,2011,31(8):40-41.
11许冬梅,赵丽俊,孟祥山.岗位量化考核在护理管理中的建立及实施效果[J].(上接第64页)中华护理杂志,2005,40(7):534-535.
12金乐萍.量化考核在急诊科护理中的实施体会[J].中医药管理杂志,2018(2):192-193.