关于医院岗前培训若干问题的调查研究

A Survey on Problems in Pre-job Training

目的 运用PDCA管理工具,调查孝感市某三甲医院岗前培训实效性和受训者对培训内容与形式的需求情况。方法 通过考核培训效果、问卷调查等方法,对培训内容、培训时间以及培训前后对受训者工作满意度进行调查,采用SPSS 20.0作统计学处理分析。结果 职工普遍希望增加或强化的培训内容依次为：爱岗敬业与职业道德（98.8%）、医院院情和服务理念（97.6%）,个人职业生涯规划（96.6%）,医患关系沟通技巧（96.4%）,自我形象塑造与提升（95.6%）,医疗安全和风险防范（94.7%）,情绪控制与管理（93.1%）,人际沟通与交流（92.5%）,礼仪与素养（90.8%）,医、护、技代表经验分享（87.8%）,教唱院歌与宣誓仪式（78.6%）。对培训时间多少为宜调查：90.8%的人认为需6 d及以上,75.8%的人选择4~5 d,58.6%的人确认为3~4 d,45%的人认为只需2 d即可。关于考核培训效果,以患者和院方对受训职工工作的满意度调查为依据,培训前患者满意度-培训后患者满意度：t=-5.940,P=0.01。培训前院方-培训后院方满意度：t=-8.006,P=0.004。均提示有显著性差异。结论 医院岗前培训要注重员工与医院的可持续发展的需要,注重培训内容与形式,注重培训效果与评估考核。只有这样,才能顺应医院人力资源管理的新形势。

Objective To investigate pre - job training effectiveness in a first class hospital of Xiaogan and the needs of training persons on the content and form of training by using the PDCA management tool. Methods The assessment of training effect and questionnaire were used to, investigate the training content, training time and the job satisfaction of trai- nees. The collected data was treated using SPSS 20. 0. Results The training contents the workers generally wanted to strengthen included dedication and professional ethics （98. 8% ）, hospital and service concept （97.6%）, personal career planning （96.6%）, relationship between doctor and patient communication skills （96.4%） and self image building and up- grading （95.6%）, medical safety and risk prevention （94. 7% ） , emotional control and management （93.1%）, interper- sonal communication and exchange （92. 5% ） , etiquette and literacy （90. 8% ）, medical technology represents experience sharing （87. 8% ） , singing the hospital anthem and swearing in ceremony （78.6%）. The survey for training time： 90. 8% of them agreed on 6 days and more, 75.8% on 4 - 5 days. 58.6% of them agreed on 3 - 4 days, and 45% only 2 days. On the effect of training evaluation, according to patients and the hospital of trained staff job satisfaction survey, the patient satis- faction after training was significantly higher than before training （t = -5. 940, P = 0.01 ）. In terms of the hospital satisfac- tion, that before training was significantly higher than after training （ t = - 8. 006, P = 0. 004）. Conclusion Pre - job train- ing at the hospital should be attached to the needs of the sustainable development of hospital and staff, the content and form of training, the effectiveness of training and assessment. Only in this way can we adapt to the new situation of hospital human re- source management