人本管理在医院人力资源管理中的运用

Usage of Humanistic Management in Hospital Human Resource Management

以人本管理理念和马斯洛需求层次论为理论基础,分析了当前医院人力资源管理存在的人本理念缺失、人本向成本妥协、人力资源战略意识欠缺、绩效考核低效欠公正、人才管理缺乏特色、人才激励缺乏凝聚力和向心力等问题,提出以医院员工生存需求和安全需求的满足为人力资源管理的基石,使社交需求和归属需求的满足成为人心凝聚的催化剂,使发展需求和自我实现需求成为人力资源发展规划的方向,利用现代化的信息网络技术建设高效、公正的绩效考核体系,加强医院文化内涵建设,满足员工多元化需求的医院人力资源人本管理解决思路。

The humanistic management philosophy and the Maslow’s hierarchy of needs theory were used to analyze the human resource problems in hospitals. The research found that the lost of humanistic management, the concession of humanism to cost control, the lack of human resource development strategy, the iniquity of performance assessment, the shortage of features of talent management, and the absences of cohesion and centrifugal force of motivation mechanism were the main problems of hospital human resource management. To change the situation, human resource management should be based on the satisfaction of survival needs and security needs of people, should catalyze the cohesion of staff with social needs and belonging needs, should direct the human resource management with self-actualized needs, and carry out effective and impartial performance assessment applying modern information and internet technologies, finally enhance the establishment of hospital culture to fulfill the pluralistic demands of hospital staff.