基于Snell模型和双因素激励理论的公立医院人力资源管理  

Hospital Human Resources Management Based on Snell Model and Two-Factor Motivator Theory

作　　者：刘毅[1] 薛明霞[1] 李慧博[1] 王冠军[1] 闵强[1] 王坤[1] 秦敬柱[1] 

机构地区：[1]青岛市市立医院,山东青岛266011

出　　处：《中国卫生质量管理》2014年第3期85-87,共3页Chinese Health Quality Management

摘　　要：随着公立医院改革逐步深入,医院传统的人事管理模式弊端凸显。为了探索建立科学高效、分类管理的新型人力资源管理机制,本研究基于人力资本框架模型(Snell模型)。将公立医院人力资源分为核心人才、独特人才、通用人才和辅助人才,结合公立医院人力资源构成,明确这4类人才涵盖范围和特征。然后根据双因素激励理论,结合各类人才特征,制定差异化的管理方式和激励策略,以激发各类人才的工作积极性,提高医院核心竞争力。With the public hospital reform, the disadvantages of the traditional human resources management pattern appeared. The study used human resources framework model （ Snell model） to explore the establishment of a new human resources management mechanism with scientific, efficient and classified management. The public hospital human resources can be divided into core specialists, special specialists, general specialists and ancillary specialists, and the scope and characteristics of these four types were defined according to human resources structure in public hospital. Then according to the Two -factor Motivator Theory, and combination with each type specialists characteristics, different management modes and incentive policies were formulated to motivate all kinds of specialists working enthusiasm and efficiency, and improve the hospital core competitiveness.

关 键 词：人力资本框架模型 双因素激励理论 人力资源管理 

分 类 号：R197.32[医药卫生—卫生事业管理]