本文選題：護(hù)士 + 績(jī)效考核��； 參考：《河北醫(yī)科大學(xué)》2015年碩士論文

【摘要】：隨著社會(huì)的飛速發(fā)展,醫(yī)療衛(wèi)生行業(yè)競(jìng)爭(zhēng)越來越激烈,人才作為醫(yī)院發(fā)展核心競(jìng)爭(zhēng)力的重要組成部分,日益凸顯出其關(guān)鍵性。護(hù)理人員在醫(yī)院的正常運(yùn)轉(zhuǎn)、發(fā)展壯大等方面起著不可或缺的作用�，F(xiàn)代護(hù)理管理者和研究者已經(jīng)充分認(rèn)識(shí)到績(jī)效考核的重要性,績(jī)效考核已經(jīng)成為護(hù)理管理工作的重中之重。護(hù)理績(jī)效考核在提高管理效率,改進(jìn)工作質(zhì)量,調(diào)動(dòng)工作積極性等方面有很大的作用。但目前大多數(shù)醫(yī)院尚未建立完善的護(hù)士績(jī)效管理系統(tǒng),護(hù)理人員的工資獎(jiǎng)金大多是平均發(fā)放,干多干少、干好干壞對(duì)工資獎(jiǎng)金分配影響不大,不能起到績(jī)效考核的激勵(lì)作用,護(hù)理人員工作積極性受到很大打擊,整體素質(zhì)提高困難,工作質(zhì)量下降,嚴(yán)重阻礙了護(hù)理專科水平的提升。目的:本研究旨在制定一套能夠真正反映護(hù)士個(gè)人能力、履職情況、服務(wù)對(duì)象滿意度等工作實(shí)績(jī)的績(jī)效考核系統(tǒng),激勵(lì)護(hù)士的工作積極性,明確組織目標(biāo)及努力方向,提升護(hù)理管理水平,為護(hù)理人員的進(jìn)修學(xué)習(xí)、晉升職稱、崗位調(diào)配等方面提供參考。方法:采取現(xiàn)場(chǎng)訪談、發(fā)放問卷兩種形式。采用普查的方法向全院一線護(hù)士發(fā)放統(tǒng)一的問卷調(diào)查表進(jìn)行摸底調(diào)查。對(duì)全院護(hù)士長(zhǎng)及12名護(hù)理相關(guān)工作人員進(jìn)行半結(jié)構(gòu)式訪談,其中包括2名護(hù)理部主任、內(nèi)外科10名科主任進(jìn)行深入訪談。通過召開座談會(huì)、討論等方式獲取相關(guān)信息和其他形式充分了解績(jī)效工資分配中存在的問題及護(hù)理績(jī)效評(píng)價(jià)和績(jī)效的建議。為了做好質(zhì)量控制工作,在數(shù)據(jù)錄入?yún)R總時(shí)采用雙人錄入核對(duì)的方式,保證數(shù)據(jù)的準(zhǔn)確性。采集數(shù)據(jù)工作完畢后將調(diào)查數(shù)據(jù)錄入采用Excel2003軟件建立數(shù)據(jù)庫(kù),對(duì)數(shù)據(jù)進(jìn)行描述性分析。結(jié)果:①研究設(shè)計(jì)了三級(jí)綜合性醫(yī)院一線護(hù)士績(jī)效評(píng)價(jià)因素體系,該體系由崗位系數(shù)、個(gè)人系數(shù)、患者滿意度和護(hù)理安全4個(gè)評(píng)價(jià)因素組成。②根據(jù)醫(yī)院各崗位的工作范疇以及工作特點(diǎn),制定個(gè)人系數(shù)、滿意度測(cè)評(píng)、工作質(zhì)量、護(hù)理安全不同的評(píng)價(jià)因素確立不同的系數(shù)值。結(jié)論:醫(yī)院一線護(hù)理績(jī)效評(píng)價(jià)因素的建立可以讓各層級(jí)護(hù)士根據(jù)自己的能力勝任相應(yīng)的工作,并實(shí)現(xiàn)多勞多得;獎(jiǎng)勵(lì)性績(jī)效的實(shí)施給護(hù)士的職業(yè)發(fā)展制定了方向,讓護(hù)士專業(yè)更具有專科特點(diǎn),找到自己努力的方向,提高護(hù)理隊(duì)伍的技術(shù)含量,從而提高護(hù)士的工作積極性,提高護(hù)士整體素質(zhì)。績(jī)效評(píng)價(jià)體系的實(shí)施對(duì)提高專業(yè)素質(zhì)的具有特別明顯的激勵(lì)作用;對(duì)于管理者而言,還可以了解被考核者的綜合素質(zhì)和工作能力,挖掘管理中的薄弱環(huán)節(jié),為護(hù)理人力資源合理配置有力依據(jù)。
[Abstract]:With the rapid development of society, the competition of medical and health industry is becoming more and more fierce. As an important part of the core competitiveness of hospital development, talent increasingly highlights its key. Nursing staff play an indispensable role in the normal operation and development of the hospital. Modern nursing managers and researchers have fully recognized the importance of performance appraisal, performance appraisal has become the most important work of nursing management. Nursing performance appraisal plays an important role in improving management efficiency, improving work quality and arousing work enthusiasm. However, at present, most hospitals have not established a perfect nurse performance management system, the salary bonus of nursing staff is mostly paid on average, the work is more and less dry, the dry or bad has little effect on the distribution of salary bonus, and it can not play an incentive role in the performance appraisal. The enthusiasm of nursing staff was hit hard, the whole quality was difficult to improve, and the quality of work decreased, which seriously hindered the improvement of nursing specialty level. Objective: the purpose of this study was to establish a performance appraisal system that can truly reflect the actual performance of nurses, such as their personal ability, performance, satisfaction with their clients, etc, so as to motivate the nurses' work enthusiasm, clarify the organizational goals and the direction of their efforts. To improve the level of nursing management, to provide reference for nursing staff learning, promotion title, post allocation and so on. Methods: two forms of questionnaire were given out by field interview. The general survey method was used to distribute a unified questionnaire to the first-line nurses in the whole hospital. A semi-structured interview was conducted with the head nurses and 12 nursing related staff including 2 nursing directors and 10 directors of internal and surgical departments. Through holding a forum, discussing and obtaining relevant information and other forms of fully understand the problems existing in the allocation of performance pay and nursing performance evaluation and performance recommendations. In order to do a good job of quality control, in the data input and summary the way of double entry check, to ensure the accuracy of the data. After collecting the data, the investigation data was input and the database was established by Excel2003 software, and the data was analyzed in a descriptive way. Results the performance evaluation factor system of first-line nurses in tertiary general hospitals was designed by the study of "1: 1". The system was composed of post coefficient, personal coefficient, According to the work category and working characteristics of each post in the hospital, four evaluation factors of patient satisfaction and nursing safety were established, and the factors of personal coefficient, satisfaction evaluation, job quality and nursing safety were determined to be different coefficient values according to the working category and working characteristics of each post in the hospital. Conclusion: the establishment of the evaluation factors of hospital first-line nursing performance can make nurses at all levels competent for the corresponding work according to their own ability, and achieve more work and gain more. The implementation of incentive performance has laid down the direction for nurses' professional development. The specialty of nurses should be more specialized, find the direction of their own efforts, improve the technical content of nursing team, improve the enthusiasm of nurses and improve the quality of nurses as a whole. The implementation of the performance evaluation system has a particularly obvious incentive to improve professional quality, and for managers, it can also understand the comprehensive quality and working ability of the people to be assessed, and excavate the weak links in the management. There is a basis for rational allocation of nursing human resources.
【學(xué)位授予單位】：河北醫(yī)科大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：R47

【參考文獻(xiàn)】

相關(guān)期刊論文 前1條

1 郭玲;王克芳;程秀菊;;護(hù)士績(jī)效考核現(xiàn)況分析[J];中國(guó)醫(yī)學(xué)創(chuàng)新;2014年10期

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本文編號(hào)：1823125