我院提升学科带头人与普通员工群体素质方法的探讨  

Discussions on how to elevate competency of hospital academic leaders and medical workers at large

作　　者：易利华[1] 卫蕾[1] 郝爱民[1] 赵阳[1] 胡敏敏[1] 李霞[1] 包黎刚[1] 

机构地区：[1]无锡市第二人民医院,214002

出　　处：《中华医院管理杂志》2013年第10期788-791,共4页Chinese Journal of Hospital Administration

摘　　要：人才是医院发展的核心竞争力。无锡市第二人民医院遵循医学人才成长周期长、成熟慢的特性，创新性地构建了医院“人才树”工程，以“基底一树干一树冠”的形象模式分类培养，对应人才成长的不同阶段要求，从而形成医学人才整个职业生涯的分层次、分阶段、个体化培养职业规划，在实践中逐步探索出了一条符合医院情况、独具特色的人才建设之路，为医院可持续发展提供有力保障和创新动力。Talents are core competitiveness of a hospital. In view of the nature of long and slow development cycle of medical talents, Wuxi No. 2 People s Hospital has innovated a＂Talent-tree＂ program. This program develops talents by categories and stages, in the model of＂tree root-tree trunk-tree crown＂to fit different stage needs of these people. The program features a categorized education mode to establish hierarchical individualized plan for the whole career. The hospital has explored a special pathway for talents development, for the purpose of providing talents to ensure sustainable and innovative growth of the hospital.

关 键 词：医院 学科带头人 普通员工 素质 人才树 

分 类 号：R197.3[医药卫生—卫生事业管理]