某大型三甲公立医院职工离院现状分析与对策研究

332X.2023.12.018 Research and countermeasures on the current situation of employee dimission in a large grade-a public hospital

目的通过分析某大型三甲公立医院近5年来的职工入职及离院(主动及退休)现状,探讨人员变化背景下具体影响因素并提出相应的对策,为公立医院人力资源管理及人才管理提供参考。方法选取2019年9月—2023年9月某大型三甲公立医院入职及离院职工作为研究对象,通过统计描述与分析,研究职工学历、职称及岗位类别的变化情况。结果在离院人员中,护理人员占主要组成部分,其次为医师;本科学历及以下人员、初级职称及无职称人员占每年离院人数超50%;在主动辞职的人员中,工作年限小于2年的人数逐年增加,并超过30%。结论医院需关注新职工的情况,完善激励机制及人才培养体系,尽快提升职工的归属感及认同感;同时重视职工退休后发展,完善退休返聘制度实现“传帮带”传承。

Objective By analyzing the current situation of employee entry and exit(resignation and retirement)in a large Grade-A public hospital in the past five years,the specific influencing factors under the background of personnel changes will be discussed and corresponding countermeasures also be proposed,so as to provide reference for human resource management and talent management in public hospitals.Methods From September 2019 to September 2023,the enrolled and discharged employees of a large Grade-A public hospital were selected as the research objects.Through statistical description and analysis,the changes of their educational background,professional title and job category were studied.Results Among the discharged personnel,nurses were the main component,followed by doctors.The number of people with bachelor’s degree and below,junior professional title and no professional title accounted for more than 50%of the annual departures;Among those who resigned voluntarily,the number of those who had worked for less than 2 years increased year by year and exceeded 30%.Conclusion Hospitals need to pay attention to the situation of new employees,improve the incentive mechanism and talent training system,and enhance the sense of belonging and identity of employees as soon as possible;at the same time,attach importance to the development of employees after retirement,and improve the retirement and reemployment system to achieve the inheritance of“passing on help and helping”.