论文部分内容阅读
医院是知识密集型组织,在深化医药卫生体制改革和事业单位人事制度改革的社会背景下,面临更大的挑战。开发人力资源是医院提升核心竞争力的关键。培训是医院对人力资本的投资,会使整个组织受益,它与组织战略的实现关系密切。新员工岗前培训(Employee Orientation)是医院人才队伍培养建设的第一步,也是关键的一步。但目前新员工岗前培训效果与各方预期都存在较大差距,培训流于形式、质量不高的问题较为突出。我们运用PDCA循环,在2012年至今的3年多时间里4次改进新员工培训,不断提升培训质量,取得了良好效果。
As a knowledge-intensive organization, hospitals face greater challenges in deepening the reform of the medical and health system and the reform of the personnel system in public institutions. Developing human resources is the key to enhance the core competitiveness of hospitals. Training is the hospital’s investment in human capital, will benefit the entire organization, it is closely related to the organization strategy. Employee Orientation Training for New Employees is the first step and the key step in the training and development of the hospital’s talent pool. However, at present, there is a big gap between the effect of pre-service training of new employees and the expectation of all parties, and the problem of poor training and quality training is prominent. We used the PDCA cycle to improve new staff training four times over the three-year period from 2012 to the present day to continuously improve the quality of training and achieved good results.