安徽省专科护士人力资源现状及管理策略  

The analysis of human resources status quo and management strategy for specialized nurse in Anhui Province

作　　者：乔晓斐[1] 江启成[2] 宋瑰琦[1] 王真[3] 黄璐[1] 

机构地区：[1]安徽医科大学附属安徽省立医院,合肥市230001 [2]安徽医科大学卫生管理学院 [3]安徽省卫生厅

出　　处：《中国护理管理》2014年第11期1180-1183,共4页Chinese Nursing Management

基　　金：2009年安徽省卫生厅科研课题项目(09C210)

摘　　要：目的:了解安徽省专科护士人力资源现状及临床使用与管理情况,为专科护士培养与管理提供建议与策略。方法:采取回顾性调查的方法,对2006-2012年间经安徽省专科护士培训基地培训并取得资格的专科护士进行自评与他评调查。结果:初级职称人员占49.27%;专科护士主要分布在三级甲等医院、二级甲等医院,占92.58%;机构间培养专科护士数量差距大;18.0%专科护士脱离原临床直接护理岗位;82%的专科护士主要从事临床一般护理,在高级临床护理实践、护理业务管理、科研等方面发挥作用不够。结论 :专科护士是一支年轻的护理队伍,选拔标准低;专科护士数量配置不合理,机构培养专科人才缺乏长期规划,专科护士流失严重;医院对专科护士缺乏专职化管理,重培养、轻使用,使其高级临床实践职能发挥不够。Objective： To analyze the work status, clinical application and management of specialized nurse, and to provide recommendations and strategies for cultivation and management of specialized nurse. Methods： A retrospective survey was conducted to investigate the qualified specialized nurse trained by Anhui training base for specialized nurses from 2006 to 2012 by self and peer- assessment. Results： Primary professional title accounted for 49.27% of the specialized nurses; 92.58% of them were distributed mainly in Class III Grade A hospital and Class II Grade A hospitals; the amount of nurses trained in each institution had a large difference; 82% of them were mainly engaged in general clinical nursing work, and played a relatively weak role in senior clinical practice, quality management and research. Conclusion： The status quo is still insufficient resulting from low selection criteria, lacking of long-term planning, lacking of professional management, emphasizing the training and overlooking the employing. And they are still a young team. The role of senior clinical practice is still not fully developed.

关 键 词：专科护士 人力资源 现状 管理策略 

分 类 号：R47[医药卫生—护理学]