日本护理职员薪酬制度与职业生涯设计

Compensation System and Career Path Design of Attendants in Japan

随着我国老龄社会的发展,老年护理成为我国社会保障制度进一步完善的瓶颈问题。老年护理事业一方面在资本引导上取得了显著成就,一方面却受制于护理人员匮乏与护理能力的不足。日本在护理人员的薪酬制度和职业生涯设计方面积累了经验,实践表明承担社会护理职能的护理职员,只有在其薪酬得以职业化设计和职业生涯存在晋升路径时,才可能完成职业化过程,护理职员的持续工作意愿才可能得到支撑。我国应当在护理职员人才队伍建设中,汲取日本护理职员人力资源管理中的相应经验和教训。

With China entering aging society, attendants for the elderly have become a bottleneck problem concerning perfection of social security system in our country. On one hand, the aging care industry has obtained remarkable achievements in capital introduction. On the other hand, it is subject to shortage of aging care personnel and insufficient caring capacity. Japan has accumulated rich experience in compensation system and career path design for aging care workers, which indicates that the attendants＇ working willingness can be kept only when the compensation system and promotional path are professionally designed. Experience should be learned from human resources management concerning aging care personnel in Japan when constructing attendants＇ team in China.