医院中层干部竞争上岗评价及相关问题与对策的个案研究  

Case Study of Evaluation and Countermeasures of Medium-level Cadres Competition for Positions in Hospital

作　　者：李艳红[1,2] 张卫芳[1,2] 杨玉萍[1,2] 纪婷婷[1,2] 李燕申[1,2] 

机构地区：[1]北京市结核病胸部肿瘤研究所 [2]首都医科大学附属北京胸科医院,北京101149

出　　处：《中国社会医学杂志》2013年第1期13-15,共3页Chinese Journal of Social Medicine

摘　　要：目的探讨基层医疗单位开展中层干部竞聘上岗工作及存在的问题,为医院中层干部竞聘上岗工作提供借鉴。方法采取定量和定性研究相结合的方法,应用《中层干部竞聘上岗可行性研究调查》问卷、召开座谈会、个人访谈、意见箱征求意见等方法进行竞争上岗评价。结果干部竞聘上岗作为人事制度改革的新举措,对医院影响重大,90%的科室干部是通过竞聘上岗的,92%的职工表示知道这件事,87%的职工对这件事给予关注,并有94%的职工认为可行,对竞聘上岗后的干部满意度达到95%,并有46%的人认为有条件可以参加竞聘。结论在把握环节公平公正的前提下,可在医院开展竞争上岗工作。Objectives To explore the problems of the medium-level cadres competition for positions in primary health units, and to provide a reference for future work. Methods Combining quantitative and qualitative methods such as a questionnaire survey, holding forums, doing personal interviews and seeking for comments using a sugges- tion box. Results As a new initiative of personnel system reform, cadres competition for positions played a signifi- cant impact on the hospital and the results were satisfying. Conclusions Competition for positions can be carried out under the premise of fair and equity.

关 键 词：基层医疗单位 中层干部 竞争上岗 

分 类 号：R197.32[医药卫生—卫生事业管理]