本文選題：用人單位 + 需求行為��； 參考：《南昌大學》2011年碩士論文

【摘要】：目的： 調(diào)查分析江西省醫(yī)學類用人單位對護理碩士畢業(yè)生的需求行為現(xiàn)狀。 方法： 采用質(zhì)性研究和量性研究相結合的方法。第1部分,基于客戶關系管理理論及現(xiàn)代人力資源管理模塊形成研究理論框架,剖析用人單位畢業(yè)生需求行為內(nèi)涵,形成結構式訪談提綱,并結合訪談提綱進行訪談,收集醫(yī)學類用人單位護理碩士畢業(yè)生需求行為內(nèi)涵相關條目,形成調(diào)查問卷。第2部分,采用問卷方式對江西省醫(yī)學類用人單位的護理碩士畢業(yè)生需求行為進行調(diào)查。 結果： (1)質(zhì)性研究：通過質(zhì)性研究將醫(yī)學類用人單位對護理碩士畢業(yè)生需求行為歸納為護理碩士人才的期望值、就業(yè)優(yōu)勢、就業(yè)弱勢、崗位設置、崗位編制、思想道德素質(zhì)需求、基本能力需求、知識素質(zhì)需求、高校就業(yè)指導需求、招聘方式、選拔側重因素、崗位設定時間、崗位變動情況、崗前培訓形式、崗前培訓時間周期、職業(yè)生涯規(guī)劃設計、不同學歷月工資差距、社會保險繳納情況、住房公積金繳納情況及勞動合同期限20個主題,客觀描述用人單位需求行為狀況。 (2)量性研究：人才配置現(xiàn)狀：江西省醫(yī)學類用人單位中具有護理碩士學位的人才總量少,且集中于護理院校與三級醫(yī)療衛(wèi)生機構中：需求行為調(diào)查：在對護理碩士人才的期望值(護理碩士人才占單位護理人員總數(shù)的比例)上,護理院校(10%-50%)明顯高于等級醫(yī)療衛(wèi)生機構(0-1%)及社區(qū)衛(wèi)生服務中心(0%)。不同類型用人單位在崗位設置類型、事業(yè)編制與人事代理兩項編制類型、校園招聘會與媒體(網(wǎng)絡)廣告兩種招聘方式、招聘時確定和試用短時間確定的兩種職位確定時限、(0,0.5]月、(0.5,1]月、(1,3]月與(6,+∞)月四類培訓期時間、有無完整職業(yè)生涯發(fā)展規(guī)劃的選擇上,差異均有顯著統(tǒng)計學意義,P0.01。不同類型用人單位在�？婆c碩士月工資差距的選擇上差異有統(tǒng)計學意義,P0.05。不同類型用人單位在對就業(yè)優(yōu)勢項目的認可選擇上均有差別。不同類型用人單位對護理碩士畢業(yè)生就業(yè)弱勢的選擇中,社區(qū)衛(wèi)生服務中心與等級醫(yī)療衛(wèi)生機構兩者之間選擇無差別。不同類型用人單位在選拔的側重因素方面均有差別。不同類型用人單位在思想道德素質(zhì)需求的選擇中,社區(qū)衛(wèi)生服務中心與等級醫(yī)療衛(wèi)生機構之間無差別。不同類型用人單位在對基本能力需求的選擇上均有差異。不同類型用人單位在對知識需求的選擇中均有差別。不同類型用人單位在對高校需加強的就業(yè)指導的選擇上,社區(qū)衛(wèi)生服務中心與等級醫(yī)療衛(wèi)生機構之間無差別。 結論： 據(jù)調(diào)查結果顯示,截至2010年,江西省擁有護理碩士人才的用人單位占調(diào)查總數(shù)的6.9%,且集中于護理院校及三級醫(yī)療衛(wèi)生機構中。三級醫(yī)療衛(wèi)生機構對護理碩士畢業(yè)生的需求期望值高于二級醫(yī)療衛(wèi)生機構；用人單位應進一步加強人力資源管理,在合理提供崗位的前提下注重護理碩十畢業(yè)生職業(yè)生涯的規(guī)劃,不斷改善用工待遇；此外,用人單位可拓展與人才的溝通渠道,引進更多的護理碩士人才,提升整體學歷層次,滿足優(yōu)質(zhì)護理服務的需要；同時,護理碩士畢業(yè)生應提升個人整體素質(zhì)以適應社會市場需求；高校需深化研究生教育改革,了解社會需求,加強就業(yè)指導,使培養(yǎng)的護理碩士畢業(yè)生更好地滿足用人單位的需求。
[Abstract]:Objective:
Objective to investigate and analyze the current situation of demand for nursing master graduates in Jiangxi medical employing units.
Method:
The first part, based on the theory of customer relationship management and the modern human resource management module, forms the theoretical framework of the research on the demand behavior of the graduates of the employer, and forms the outline of the structural interview, and combines the interview outline with the interview to collect the master's nursing master. In the second part, the questionnaire was used to investigate the demand behavior of graduate nursing graduates in Jiangxi province.
Result:
(1) qualitative research: through qualitative research, it concludes the demand behavior of medical employers to nursing master's graduates as the expected value of nursing master's talents, employment advantage, employment weakness, job setting, post compilation, ideological and moral quality demand, basic ability demand, knowledge quality demand, college employment guidance demand, recruitment mode, selection side Heavy factors, position setting time, post change, pre job training form, pre job training period, career planning and design, different educational background monthly salary gap, social insurance payment situation, housing provident fund payment situation and labor contract duration 20 Themes, objectively describe the employer's demand and behavior status.
(2) quantitative research: the status quo of talent allocation: the total amount of talents with master degree of nursing in medical employers in Jiangxi province is few, and it is concentrated in nursing colleges and three level medical and health institutions: the investigation of demand behavior: in the expectation value of master of Nursing (the proportion of nursing master to the total number of nursing staff), nursing home The school (10%-50%) is obviously higher than the grade medical and Health Organization (0-1%) and the community health service center (0%). There are two types of job setting types, two types of career planning and personnel agency, two recruitment methods of campus recruitment and media (Network), two positions determined and probed for short time. Limit, (0,0.5] month, (0.5,1] month, (1,3] month and (6, + infinity) month four training time, there is a significant difference in the choice of a complete career development plan, the difference between the different types of employers of different types of P0.01. is statistically significant in the choice of the salary gap between the specialist and the master's month, and the different types of employers in P0.05. are superior to the employment. There are differences in the selection of potential projects. There is no difference between the selection of different types of employers for the employment weakness of graduate nursing graduates, and there is no difference between the community health service center and the grade medical institutions. There are no differences between the community health service center and the hierarchical medical and health institutions. Different types of employers have differences in the selection of basic ability needs. Different types of employers have differences in the selection of knowledge needs. There is no difference between the community health service centers and the grade medical institutions.
Conclusion:
According to the results of the survey, as of 2010, the number of employers of nursing masters in Jiangxi province accounted for 6.9% of the total, and concentrated in nursing colleges and three levels of medical and health institutions. The expectation value of the three level medical and health institutions for master of nursing graduates was higher than that of the two level medical institutions; the employers should further strengthen the manpower. Resource management, under the premise of reasonable provision of posts, pay attention to nursing ten graduates' career planning and improve their employment treatment. In addition, the employers can expand communication channels with talents, introduce more nursing masters, improve the overall level of education, meet the needs of quality nursing services, and at the same time, graduate nursing graduates The overall quality of the individual should be promoted to meet the needs of the social market, and the university needs to deepen the graduate education reform, understand the social needs, strengthen the employment guidance, and make the graduates of nursing master better meet the needs of the employers.
【學位授予單位】：南昌大學
【學位級別】：碩士
【學位授予年份】：2011
【分類號】：R47-4

【引證文獻】

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2 戴利;張平;周曉芳;;就業(yè)雙方對護理碩士研究生綜合素質(zhì)和能力要求的認知[J];中華護理教育;2013年08期

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1 侯萃;河南省護理碩士畢業(yè)生需求狀況研究[D];河南大學;2013年

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本文編號：2098671