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人才是决定医院核心竞争力的关键所在,也是医院可持续发展的重中之重。某三甲医院从当前医疗改革的实践出发,实施人才强院的战略,运用人才引进和人才培养相结合做法,以学科布局为导向引进高端人才。同时建立人才培养工程,以理念创新、制度创新、体制创新等多种措施并举,建立人才信息库并形成科学评价体系为保障,设立多种人才奖励基金。医院通过制定近期及长远的发展规划,明确各类职业计划,创造尽可能多的职业生涯路线,给予所有的职工有均等的发展机会,贯彻分层培养、竞争择优的人才培养的原则,打造医院所需的人才梯队,实现人才梯队建设战略目标。
Talent is the key to determine the hospital’s core competitiveness, but also the hospital’s sustainable development of the most important. A top three hospitals from the current practice of health care reform, the implementation of the strategy of personnel strong hospital, the introduction of qualified personnel and the combination of personnel training practices, the introduction of high-end talent-oriented disciplines. At the same time, the project of talent cultivation should be set up. Various kinds of measures such as concept innovation, system innovation and system innovation should be established simultaneously. The establishment of a talent database and the formation of a scientific evaluation system will ensure the establishment of a variety of talent incentive funds. Through the formulation of short-term and long-term development plans, various types of career plans are clearly defined, and as many career paths as possible are created. All employees are given equal chances for development. The hospital implements the principle of cultivating people with different levels and competing favorably. The necessary echelon of talent, to achieve the strategic goal of building echelon talent.