Objective:To explore the effectiveness of the competency model for nursing managers in the training of newly appointed head nurses.Methods:Eighteen newly appointed head nurses from Yichang Central People’s Hospital,s...Objective:To explore the effectiveness of the competency model for nursing managers in the training of newly appointed head nurses.Methods:Eighteen newly appointed head nurses from Yichang Central People’s Hospital,selected between August 2023 and July 2024,were chosen as the research subjects.Based on the nursing manager competency model,corresponding training programs were developed,and these 18 head nurses were trained accordingly.Results:After the training,all newly appointed head nurses passed the theoretical assessments,with a pass rate of 100.00%.The pass rates for two rounds of assessment were 100.00%and 94.54%,respectively.There was no significant difference in the performance evaluation scores between new and senior head nurses in terms of standardized services,nursing quality,nursing research and teaching,and patient satisfaction(P>0.05).Conclusion:The competency model for nursing managers has a significant effect on the training of newly appointed head nurses.It effectively enhances management awareness,facilitates role transition,and,to some extent,improves the management and leadership capabilities of head nurses.It holds high value for broader implementation.展开更多
The competency model is a widely-used human resource management tool that can be applied to human resource management in different regions,different fields,different enterprises,and positions of different nature,which...The competency model is a widely-used human resource management tool that can be applied to human resource management in different regions,different fields,different enterprises,and positions of different nature,which can improve the objectivity,reliability,authenticity and fairness of enterprise human resource management,give full play to the promotion of human resource management to the development of enterprise operations,and help enterprises achieve development and manage-ment goals.展开更多
In this paper, we conduct in-depth research on the human resource management mode based on competency model. Treatment of competency is defined based on the previous scholars, this paper defines enterprise top managem...In this paper, we conduct in-depth research on the human resource management mode based on competency model. Treatment of competency is defined based on the previous scholars, this paper defines enterprise top management competency as can change the performance is outstanding person in senior management positions in companies and generally do distinguish individual potential. Corporate culture has a strong and lasting soft binding, plays an important role in modem enterprise management. The numerical analysis supports the effectiveness and feasibility of the model. In the future, we will conduct more related work to optimize the current theory.展开更多
Enterprises are continuously aiming at improving the execution of processes to achieve a competitive edge.One of the established ways of improving process performance is to assign the most appropriate resources to eac...Enterprises are continuously aiming at improving the execution of processes to achieve a competitive edge.One of the established ways of improving process performance is to assign the most appropriate resources to each task of the process.However,evaluations of business process improvement approaches have established that a method that can guide decision-makers to identify the most appropriate resources for a task of process improvement in a structured way,is missing.It is because the relationship between resources and tasks is less understood and advancement in business process intelligence is also ignored.To address this problem an integrated resource classification framework is presenting that identifies competence,suitability,and preference as the relationship of task with resources.But,only the competence relationship of human resources with a task is presented in this research as a resource competence model.Furthermore,the competency calculation method is presented as a user guider layer for business process intelligencebased resource competence evaluation.The computed capabilities serve as a basic input for choosing the most appropriate resources for each task of the process.Applicability of method is illustrated through a heathcare case study.展开更多
目的探讨我国有关公立医院管理人员胜任力的研究热点和最新进展,为未来开展相关研究提供参考思路和方向。方法通过中国知网和Web of Science核心合集数据库检索2002年1月至2024年5月公立医院管理人员胜任力相关文献,采用CiteSpace 6.3.R...目的探讨我国有关公立医院管理人员胜任力的研究热点和最新进展,为未来开展相关研究提供参考思路和方向。方法通过中国知网和Web of Science核心合集数据库检索2002年1月至2024年5月公立医院管理人员胜任力相关文献,采用CiteSpace 6.3.R1软件进行分析,包括作者合作情况、发文机构与合作情况及关键词共现、聚类、突现及时间线图谱。结果本研究纳入文献共346篇,获得297个关键词,突出关键词为医院管理、胜任力、医院和公立医院等。近几年胜任力研究热点为医院管理人员的专业性、质量管理能力、管理可持续性、应急管理能力等主题。结论我国医院管理人员管理能力对医院持续发展有重要影响,对公立医院高质量发展有重要意义。展开更多
文摘Objective:To explore the effectiveness of the competency model for nursing managers in the training of newly appointed head nurses.Methods:Eighteen newly appointed head nurses from Yichang Central People’s Hospital,selected between August 2023 and July 2024,were chosen as the research subjects.Based on the nursing manager competency model,corresponding training programs were developed,and these 18 head nurses were trained accordingly.Results:After the training,all newly appointed head nurses passed the theoretical assessments,with a pass rate of 100.00%.The pass rates for two rounds of assessment were 100.00%and 94.54%,respectively.There was no significant difference in the performance evaluation scores between new and senior head nurses in terms of standardized services,nursing quality,nursing research and teaching,and patient satisfaction(P>0.05).Conclusion:The competency model for nursing managers has a significant effect on the training of newly appointed head nurses.It effectively enhances management awareness,facilitates role transition,and,to some extent,improves the management and leadership capabilities of head nurses.It holds high value for broader implementation.
文摘The competency model is a widely-used human resource management tool that can be applied to human resource management in different regions,different fields,different enterprises,and positions of different nature,which can improve the objectivity,reliability,authenticity and fairness of enterprise human resource management,give full play to the promotion of human resource management to the development of enterprise operations,and help enterprises achieve development and manage-ment goals.
文摘In this paper, we conduct in-depth research on the human resource management mode based on competency model. Treatment of competency is defined based on the previous scholars, this paper defines enterprise top management competency as can change the performance is outstanding person in senior management positions in companies and generally do distinguish individual potential. Corporate culture has a strong and lasting soft binding, plays an important role in modem enterprise management. The numerical analysis supports the effectiveness and feasibility of the model. In the future, we will conduct more related work to optimize the current theory.
文摘Enterprises are continuously aiming at improving the execution of processes to achieve a competitive edge.One of the established ways of improving process performance is to assign the most appropriate resources to each task of the process.However,evaluations of business process improvement approaches have established that a method that can guide decision-makers to identify the most appropriate resources for a task of process improvement in a structured way,is missing.It is because the relationship between resources and tasks is less understood and advancement in business process intelligence is also ignored.To address this problem an integrated resource classification framework is presenting that identifies competence,suitability,and preference as the relationship of task with resources.But,only the competence relationship of human resources with a task is presented in this research as a resource competence model.Furthermore,the competency calculation method is presented as a user guider layer for business process intelligencebased resource competence evaluation.The computed capabilities serve as a basic input for choosing the most appropriate resources for each task of the process.Applicability of method is illustrated through a heathcare case study.
文摘目的探讨我国有关公立医院管理人员胜任力的研究热点和最新进展,为未来开展相关研究提供参考思路和方向。方法通过中国知网和Web of Science核心合集数据库检索2002年1月至2024年5月公立医院管理人员胜任力相关文献,采用CiteSpace 6.3.R1软件进行分析,包括作者合作情况、发文机构与合作情况及关键词共现、聚类、突现及时间线图谱。结果本研究纳入文献共346篇,获得297个关键词,突出关键词为医院管理、胜任力、医院和公立医院等。近几年胜任力研究热点为医院管理人员的专业性、质量管理能力、管理可持续性、应急管理能力等主题。结论我国医院管理人员管理能力对医院持续发展有重要影响,对公立医院高质量发展有重要意义。
