某三甲医院职工离职现状研究与应对策略

The current situation of the research of a Grade Ⅲ Level A hospital employee turnover and coping strategies

目的:分析某三甲医院职工离职现状,提出应对策略,为公立医院更好开展人力资源管理提供参考。方法:选择2017-2019年某三甲综合医院以主动离职方式离开医院的职工为研究对象,分析离职职工工龄、学历、职称等构成情况。结果:学历方面,主动离职人员主要以硕士及以上和本科为主,两者构成比为85.0%。职业方面,护士最多,占55.0%;其次为医生,占28.3%;再次为医技人员,占11.7%;最后为其他,占5.0%。医生中,主治医师流失最多;医技和护理人员中,初级职称人数最多。结论:医院应通过重视个人职业发展空间的营造、积极鼓励并用行动支持员工在职深造、创设更为人性化的职称评定制度、全面强化以人为本管理模式、营造良好的工作环境等措施加强人力资源管理效能。

Objective:To analyze the current situation of staff dimission in a Grade Ⅲ hospital,and put forward countermeasures to provide reference for public hospitals to better carry out human resource management.Methods:The employees who left the hospital voluntarily from a Grade Ⅲ Level A general hospital from 2017 to 2019 were selected as the research objects,and the composition of length of service,education background and professional title of the employees were analyzed.Results:In terms of educational background,the majority of those who voluntarily quit were master degree or above and bachelor degree,accounting for 85.0%.In terms of occupation,nurses accounted for 55.0%;The second was doctors,accounting for 28.3%.Medical technicians accounted for 11.7%;The last is others,accounting for 5.0%.Among doctors,attending physicians lost the most;Medical and nursing staff,the number of junior titles.Conclusion:Hospitals should strengthen the efficiency of human resource management by attaching importance to the creation of personal career development space,actively encouraging and supporting staff to further study in service,creating a more humanized professional title evaluation system,comprehensively strengthening the people-oriented management mode,creating a good working environment and other measures.