绩效考核管理模式在心内科护理管理中的应用价值探讨

Discussion on the application value of performance evaluation in the cardiology department ursing management

目的：探讨绩效考核管理模式在心内科护理管理中的应用价值。方法：选择2013年1月-2014年12月我院心内科23名在职护理人员作为研究对象。2014年1月根据心内科的具体情况制定合理的绩效考核管理方案,并成立专项考核小组,对其工作业绩进行全面考评,并将其考评结果与绩效奖金、职称等福利制度挂钩。观察并比较绩效考核管理模式实施前与实施后患者护理满意度、护理质量及护理不良事件发生情况。结果：绩效考核管理模式实施后,患者护理满意度明显高于绩效考核实施前,差异有统计学意义（P〈0.05）。实施后护理质量明显高于实施前,差异有统计学意义（P〈0.05）。实施后护理不良事件发生情况明显低于对照组,差异有统计学意义（P〈0.05）。结论：在心内科护理管理中应用绩效考核管理模式能明显提高护理人员工作的主动性与积极性,提升护理质量与工作效率,降低护理缺陷发生率,促进整体护理水平的提升,值得临床推广应用。

Objective： To explore the application value of performance evaluation management system in the cardiology department nursing management.Methods： Selected 23 on- job nurses from January 2013 to December 2014 of our cardiology department as study objects. In January 2014,based on specific conditions of cardiology department,formulated a reasonable performance evaluation management plan,set up a specialized inspection team to conduct overall evaluation on these nurses＇ work performance and then linked the evaluation outcomes with performance bonus,job titles and other welfare systems.Observed and compared patients＇ satisfactions with nursing,nursing qualities and occurrences of adverse nursing events before and after the implement of performance evaluation management system. Results： After the implement of performance evaluation management system,patient＇s satisfaction with nursing was higher than before,which was of statistical significance（ P〈 0. 05）. The occurrence of adverse nursing events was less than before,a difference of statistical significance（ P〈 0. 05）. Conclusions： Adopting performance evaluation management system in cardiology department can apparently increase initiative and positivity of nurses,promote nursing quality and work efficiency,decrease occurrence of adverse nursing events and promote overall nursing standard,so this system is worthy of clinical popularization and application.