本文選題：員工流失　切入點(diǎn)：離職原因　出處：《廣西大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：當(dāng)今醫(yī)療體制改革步伐在不斷推進(jìn)當(dāng)中,隨之而來(lái)的是諸如醫(yī)院這樣的醫(yī)療機(jī)構(gòu)外部環(huán)境逐步改變。單一結(jié)構(gòu)的市場(chǎng)格局轉(zhuǎn)變?yōu)槎嘣Y(jié)構(gòu),21世紀(jì)人力資源優(yōu)勢(shì)將成為醫(yī)院的核心競(jìng)爭(zhēng)力。各個(gè)醫(yī)院核心競(jìng)爭(zhēng)力的體現(xiàn)形式,從單一的資本與產(chǎn)品轉(zhuǎn)變?yōu)獒t(yī)院之間在進(jìn)行人力資源的競(jìng)爭(zhēng)。哪家企業(yè)想要在經(jīng)濟(jì)發(fā)展的競(jìng)爭(zhēng)中占有相當(dāng)數(shù)量的主動(dòng)權(quán),那么這樣的企業(yè)必須擁有更多的高質(zhì)量人力資源。對(duì)比各個(gè)醫(yī)院之間的差距不難發(fā)現(xiàn),差距的點(diǎn)就在于:人員。要想在激烈的醫(yī)院競(jìng)爭(zhēng)中成為最后的贏家,這樣的醫(yī)院就需要具備招募、留用、培養(yǎng)以及激勵(lì)員工的能力。如今的醫(yī)療行業(yè)競(jìng)爭(zhēng)是與日俱增的,醫(yī)院要擁有相當(dāng)數(shù)量的專業(yè)醫(yī)療技術(shù)人員,才能滿足向百姓提供質(zhì)良、安全、有效并且價(jià)格低廉的醫(yī)療服務(wù)。眾所周知三分治療七分護(hù)理,由此可知護(hù)理人員在整個(gè)醫(yī)療團(tuán)隊(duì)中的重要性不言而喻。醫(yī)院想要穩(wěn)步的提升護(hù)理質(zhì)量,最大程度的減少醫(yī)療隱患,從而達(dá)到保障患者生命安全的目的,就必須具備足夠的護(hù)理人員。本文基于H醫(yī)院的實(shí)際狀況,查閱了國(guó)內(nèi)、國(guó)外的相關(guān)理論文獻(xiàn),運(yùn)用了多種研究方法相結(jié)合的方式,通過(guò)實(shí)際數(shù)據(jù)多層次的分析H醫(yī)院護(hù)理人員流失的問(wèn)題。論文運(yùn)用問(wèn)卷調(diào)查法、離職員工個(gè)別訪談法、在職員工個(gè)別訪談法。調(diào)查統(tǒng)計(jì)出的數(shù)據(jù)歸納總結(jié)為內(nèi)部、外部以及個(gè)體原因這三個(gè)方面,進(jìn)而總結(jié)出H醫(yī)院護(hù)理人員大量流失的問(wèn)題點(diǎn),以及導(dǎo)致這種離職意向的各種原因�；谘芯繑�(shù)據(jù)從以下六個(gè)方面對(duì)護(hù)理人員流失問(wèn)題應(yīng)對(duì)改正,包括:加大行政管理力度、改善薪酬與福利、集中人事管理權(quán)限、加強(qiáng)H醫(yī)院文化建設(shè)、重視護(hù)理人員職業(yè)生涯規(guī)劃、加強(qiáng)宣傳提高護(hù)理人員社會(huì)地位。最后,概括了本研究的結(jié)論,并提出了本次研究所存在的局限性以及不足之處,為問(wèn)題的深入研究指出了一定的方向性。本研究為H醫(yī)院護(hù)理管理給予了指導(dǎo)意義,并在人員流失問(wèn)題上提供了一定的實(shí)踐與理論意義,在同類型醫(yī)院解決護(hù)理人員流失問(wèn)題上給予參考。
[Abstract]:At present, the pace of medical system reform is constantly advancing. Following this, the external environment of medical institutions such as hospitals is gradually changing. The market pattern of single structure is transformed into pluralistic structure. The advantage of human resources in the 21st century will become the core competitiveness of hospitals. The form of competition, From a single capital and product to a competition between hospitals for human resources. Which enterprise wants to have a significant number of initiatives in the competition for economic development, Well, such enterprises must have more high-quality human resources. Comparing the differences between hospitals, it is not difficult to find that the point of the gap is: personnel. To be the ultimate winner in the fierce hospital competition, Such hospitals need to have the ability to recruit, retain, train and motivate their staff. Today's competition in the medical industry is increasing. Hospitals must have a considerable number of professional medical and technical personnel to meet the needs of providing good quality to the people. Safe, effective and inexpensive medical services. Well known for three points of treatment and seven points of care, the importance of nursing staff in the entire medical team is self-evident. Hospitals want to steadily improve the quality of care. In order to minimize medical hidden dangers and achieve the purpose of ensuring the life safety of patients, we must have sufficient nursing personnel. Based on the actual situation of H Hospital, this paper has consulted the relevant theoretical literature at home and abroad. This paper applies the method of combining many research methods to analyze the problem of the loss of nursing staff in H hospital through the actual data multi-level. The paper applies the method of questionnaire, the method of individual interview of the former employee, and the method of individual interview of the former employee. The data collected from the investigation and statistics are summarized as internal, external and individual reasons, and then the problem points of massive loss of nursing staff in H hospital are summarized. Based on the research data, we should correct the loss of nursing staff from the following six aspects, including: strengthening administrative management, improving compensation and benefits, centralizing the authority of personnel management. Strengthen the cultural construction of H hospital, attach importance to the career planning of nursing staff, strengthen propaganda to improve the social status of nursing staff. Finally, summarize the conclusions of this study, and point out the limitations and shortcomings of this study. This study provides guidance for nursing management in H hospital, and provides some practical and theoretical significance for the problem of staff turnover. In the same type of hospital to solve the problem of loss of nursing staff to give reference.
【學(xué)位授予單位】：廣西大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：R197.3

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