门诊护士绩效考核量化方案的应用研究
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摘要
目的:构建公平、有效的门诊护理岗位绩效考核量化方案,改变现有绩效按等级分配的管理现状。方法:运用关键绩效指标(KPI)法,从岗位难度、工作质量、业务素质、加减分4个方面制定绩效考核量化方案。在该方案实施前后,分别对护士、医生、患者进行满意度调查。结果:该方案实施后门诊护士、医生及患者的满意度较该方案实施前显著提高(P <0. 05或P <0. 01),门诊护士业务素质显著提高(P <0. 05)。结论:门诊护士绩效考核量化方案有效地调动了护士的工作积极性,提高了门诊优质护理服务的质量。
Objective: To construct a fair and effective quantitative scheme for outpatient nurses' performance appraisal,and to change the current management status of graded performance appraisal. Methods: By using key performance indicator( KPI)method,the quantitative scheme of performance appraisal was formulated from four aspects: post difficulty,work quality,professional quality,and plus or minus points. Before and after the implementation of this scheme,the satisfaction of nurses,doctors and patients was investigated. Results: After the implementation of this scheme,the satisfaction of nurses,doctors and patients in outpatient clinic was significantly higher than those before the implementation( P < 0. 05 or P < 0. 01),and the professional quality of outpatient nurses was significantly improved( P < 0. 05). Conclusion: Quantitative scheme of outpatient nurses' performance appraisal effectively mobilizes nurses' working enthusiasm and improves the quality of outpatient high-quality nursing service.
Objective: To construct a fair and effective quantitative scheme for outpatient nurses' performance appraisal,and to change the current management status of graded performance appraisal. Methods: By using key performance indicator( KPI)method,the quantitative scheme of performance appraisal was formulated from four aspects: post difficulty,work quality,professional quality,and plus or minus points. Before and after the implementation of this scheme,the satisfaction of nurses,doctors and patients was investigated. Results: After the implementation of this scheme,the satisfaction of nurses,doctors and patients in outpatient clinic was significantly higher than those before the implementation( P < 0. 05 or P < 0. 01),and the professional quality of outpatient nurses was significantly improved( P < 0. 05). Conclusion: Quantitative scheme of outpatient nurses' performance appraisal effectively mobilizes nurses' working enthusiasm and improves the quality of outpatient high-quality nursing service.
引文
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[6]赵皎皎,郭兵妹,刘聪聪,等.稳定性冠心病患者对经皮冠状动脉介入术获益的预期现状及其影响因素的研究[J].中华护理杂志,2017,52(2):144-149.
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[9]凌桂爱,方妙娟,兰晓娥. ICU护理绩效考核模式的构建与成效[J].护理研究,2015,1(1):93-95.
[2]徐倍,沈迎春,陈英,等.医院职能部门贡献度评估指标体系构建——基于目标管理和关键绩效指标[J].中国医院管理,2013(6):52-53.
[3]孙建平,史可,顾洛.某三甲专科医院行政科室绩效管理的时间与思考[J].南京医科大学学报:社会科学版,2014,6(3):222-225.
[4]冯怡,倪淑红,徐东娥.护理人员多维度绩效考评的应用与分析[J].中国医院管理,2002,22(3):27-29.
[5]任凤荣,朱记芬,罗红蕊.基层医院临床护理人员量化绩效考核的做法与体会[J].中华护理杂志,2004,39(4):311-312.
[6]赵皎皎,郭兵妹,刘聪聪,等.稳定性冠心病患者对经皮冠状动脉介入术获益的预期现状及其影响因素的研究[J].中华护理杂志,2017,52(2):144-149.
[7]郭辉.岗位设置联合绩效管理在门诊护理管理中的应用[J].全科护理,2016,14(22):2351-2352.
[8]蒋萍,熊楚梅,李进娥,等.岗位设置与绩效管理在门诊护理管理中的实施[J].解放军护理杂志,2014,31(15):53-55,67.
[9]凌桂爱,方妙娟,兰晓娥. ICU护理绩效考核模式的构建与成效[J].护理研究,2015,1(1):93-95.