CDS医院人力资源培训与开发研究
摘要
医疗行业知识密集、技术密集,由于过去人力资源管理落后,忽视了对员工的培训开发,造成医院内外环境发展的极不相称。面对社会主义市场经济转型期日益激烈的竞争局面;面对医疗技术、医学知识日新月异和人民群众对卫生要求的不断提高的发展态势,只有重视培训开发,才能让员工素质和医院发展与时俱进,在归根结底是"人才"竞争的知识经济时代,站稳脚跟、占据优势。
本研究以我国医院发展历程、人力资源管理现状为背景,针对医疗行业人力资源管理落后局面,提出了今后医院人力资源改革的任务及重点。在阐明医院定岗定编与培训开发相互作用及关系的基础上,以"知本论"、潜能挖掘、构建学习型组织理论、内在激励理论作为人力资源培训与开发的理论依据,论述了培训开发对医疗行业发展的重要性。
随后,以CDS医院为例,从思想和实践两方面深刻分析了该院在人力资源培训开发中存在的问题;并从革新思想、定岗定编两方面入手论述了如何做好CDS医院人力资源培训开发的前提和基础工作。最后,根据CDS医院发展目标和实际情况,通过在定岗定编基础上进行培训需求分析、明确培训目标、制定培训开发内容及方法、培训效果评估、注重培训成果转化、制定培训开发风险防范策略共六方面,论述了CDS医院如何构建完整的培训开发体系,才能实现培训开发过程最优化、成果最大化以及风险最小化,从而实现人力资本投资保值、增值,全面提高医院员工素质,提升医院绩效,确保CDS医院在市场竞争中的地位,推动CDS医院战略目标的实现。
相信本研究在解决CDS医院实际需要的同时,能为刚起步的国有医院人力资源管理提供一定的理论参照基础和借鉴应用价值。
The medical industry is with knowledge.intensive and technology,intensive,and the backwardness of the human resources management in the past has ignored the staff's training development and resulted in the disproportionateness between the internal and the external environment of the hospital.The increasing competition situation in the socialist market economic restructuring period as well as the constant improvement for the health requirements of the medical technology,medicine knowledge and the masses put forward higher requirements for the quality of the hospital staff.Only concentrating on the training development can make the quality of the staff and the development of the hospital keep pace with the times.In a word,it is the "talent" competition that makes it possible to stand firmly and occupy the superiority in the era of knowledge economy.
Taking the development course of the hospitals in our country as well as the present situation of the human resources management as the background,in view of the backward situation of the human resources management in the medical industry,this research proposes the future task and the focus of the human resources reform.On the basis of clarifying the interaction and the relationship between the post.fixing and the duties.fixing and the training development of the hospital,regarding "Knowledge Capitalization Theory",potential mining,construction of learning organization theory,intrinsic motivation as the theoretical basis of the human resources training development,this research discusses the importance of the training development to the development of the medical industry.Afterwards,taking CDS Hospital as an example,this research analyzes the problems existing in the human resources training development from two aspects of the ideology and the practice;and discusses the prerequisite and the basic task of the human resources training development of CDS Hospital in the aspects of renovating ideas and duty.fixing and post.fixing.Finally, according to CDS Hospital's development goals and its actual situation,in six aspects of training demand analysis,the definition of the training goal,the formulation of the training development contents and its methods,the assessment of the training effects,focus on the training results transformation,and the establishment of the risk prevention measures of the training development,this research discusses CDS Hospital how to build a complete training development system to obtain the optimization,maximization of the results and minimization of the risks in the training development process in order to achieve the value.preserved and increment of the human capital,comprehensively improve the quality of the hospital staff and the hospital performance,ensure CDS Hospital's status in the market competition and promote the realization of CDS Hospital's strategic objectives.
Believe that this research Can provide certain theoretical basis and reference value for the human resources management of the state.owned hospitals which just started while solving the actual need of CDS Hospital.
本研究以我国医院发展历程、人力资源管理现状为背景,针对医疗行业人力资源管理落后局面,提出了今后医院人力资源改革的任务及重点。在阐明医院定岗定编与培训开发相互作用及关系的基础上,以"知本论"、潜能挖掘、构建学习型组织理论、内在激励理论作为人力资源培训与开发的理论依据,论述了培训开发对医疗行业发展的重要性。
随后,以CDS医院为例,从思想和实践两方面深刻分析了该院在人力资源培训开发中存在的问题;并从革新思想、定岗定编两方面入手论述了如何做好CDS医院人力资源培训开发的前提和基础工作。最后,根据CDS医院发展目标和实际情况,通过在定岗定编基础上进行培训需求分析、明确培训目标、制定培训开发内容及方法、培训效果评估、注重培训成果转化、制定培训开发风险防范策略共六方面,论述了CDS医院如何构建完整的培训开发体系,才能实现培训开发过程最优化、成果最大化以及风险最小化,从而实现人力资本投资保值、增值,全面提高医院员工素质,提升医院绩效,确保CDS医院在市场竞争中的地位,推动CDS医院战略目标的实现。
相信本研究在解决CDS医院实际需要的同时,能为刚起步的国有医院人力资源管理提供一定的理论参照基础和借鉴应用价值。
The medical industry is with knowledge.intensive and technology,intensive,and the backwardness of the human resources management in the past has ignored the staff's training development and resulted in the disproportionateness between the internal and the external environment of the hospital.The increasing competition situation in the socialist market economic restructuring period as well as the constant improvement for the health requirements of the medical technology,medicine knowledge and the masses put forward higher requirements for the quality of the hospital staff.Only concentrating on the training development can make the quality of the staff and the development of the hospital keep pace with the times.In a word,it is the "talent" competition that makes it possible to stand firmly and occupy the superiority in the era of knowledge economy.
Taking the development course of the hospitals in our country as well as the present situation of the human resources management as the background,in view of the backward situation of the human resources management in the medical industry,this research proposes the future task and the focus of the human resources reform.On the basis of clarifying the interaction and the relationship between the post.fixing and the duties.fixing and the training development of the hospital,regarding "Knowledge Capitalization Theory",potential mining,construction of learning organization theory,intrinsic motivation as the theoretical basis of the human resources training development,this research discusses the importance of the training development to the development of the medical industry.Afterwards,taking CDS Hospital as an example,this research analyzes the problems existing in the human resources training development from two aspects of the ideology and the practice;and discusses the prerequisite and the basic task of the human resources training development of CDS Hospital in the aspects of renovating ideas and duty.fixing and post.fixing.Finally, according to CDS Hospital's development goals and its actual situation,in six aspects of training demand analysis,the definition of the training goal,the formulation of the training development contents and its methods,the assessment of the training effects,focus on the training results transformation,and the establishment of the risk prevention measures of the training development,this research discusses CDS Hospital how to build a complete training development system to obtain the optimization,maximization of the results and minimization of the risks in the training development process in order to achieve the value.preserved and increment of the human capital,comprehensively improve the quality of the hospital staff and the hospital performance,ensure CDS Hospital's status in the market competition and promote the realization of CDS Hospital's strategic objectives.
Believe that this research Can provide certain theoretical basis and reference value for the human resources management of the state.owned hospitals which just started while solving the actual need of CDS Hospital.
引文
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30. KenneyJ, ReidM, etall. Manpower Traningand Development, instiutel of Personnel Management. 1990
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32. Richard L Daft. Organization Theory and design . South. Western College Publishing. 2001
33. Storey J. Developments in the Management of Human Resource. Blackwell. 1992
2.沈远平,陈玉兵.现代医院人力资源管理.社会科学文献出版社.2006.第312页
3.董克用,叶向峰.人力资源管理理论.中国人民大学出版社,2003
4.[美]菲茨.恩兹,戴维森.如何衡量人力资源管理.林纲等译.北京大学出版社.2006
5.[美]拉里·哈默尔.员工激励.谢德高.九州出版社.2003
6.刘思维.赢·忠诚──世界500强企业员工双向忠诚之道.海天出版社.2006
7.苗海荣.七步打造完备的培训管理体系.哈尔滨出版社.2006
8.马军.人力资源管理实用文案.电子工业出版社.2006
9.钱德勒.看得见的.美国企业管理革命.商务印书馆.1997
10.邱庆剑.人力资源管理工具箱.机械工业出版社.2004
11.[英]琼斯.创新的前沿,要么创新要么淘汰.刘文华译.中华工商联合出版社.2006
12.[美]斯蒂芬·P·罗宾斯.组织行为学.孙健敏,李原.第七版.中国人民大学出版社.2002
13.苏钧,曹希波.人力资源管理前沿热点问题实战解答.经济科学出版社.2007
14.汪红梅,汪俊哲.基于知识员工理论的医院人力资源管理.医院管理论坛.2005.12(110)
15.郑更艳.新时期医院人力资源管理创新.医院管理论坛.2006.6(116)
16.周健.八对策回应八问题.经营理论.2005.11
17.赵明曙.人力资源战略与规划.中国人民大学出版社,2002
18.周三多,陈传明,鲁明泓.管理学─原理与方法.第四版.复旦大学出版社.2005
19.赵伟,任翼湘.知识型员工培训.中国时代经济出版社.2007
20.张文贤.人力资源总监──人力资源管理创新.复旦大学出版社.2005
21.余凯成,程文文,陈维政编著.人力资源管理.第二版.大连理工大学出版社,2001
22.陆维燕.医院人力资源开发和管理的几点思考.中国卫生资源.2006
23. Bemardin H J et al.Performance Appraisal, assessing Human Behavior at Work.Kent Publishing Co. 1986
24. B. M. Meglino and E. C. Ravlin. Individual Values in organizations: Concept, Controversies, and Research. Journal of Management. 1998.
25. Ettington D R. Successful career plateauing . Journal of Vocation Behavior. 1998
26. Fombrum C, Tichy N M, et all. Strategic Human Resource Management. John Wiley.1984
27. GrossD. Peinciples of Human Resource Management. Routledge.1994
28. J.B.Barney . Firm Resources and Sustained Competitive Advantage. [J] Journal of Management. 1991
29. Jean Jacques Laffont. Theoretical Incentive Theory. Peking University Press. 2001
30. KenneyJ, ReidM, etall. Manpower Traningand Development, instiutel of Personnel Management. 1990
31. Maslow, A. H. Motivation And Personality. Harper & Row.1970
32. Richard L Daft. Organization Theory and design . South. Western College Publishing. 2001
33. Storey J. Developments in the Management of Human Resource. Blackwell. 1992