军队医院聘用人员离职现状分析及对策  

Current situation analysis and suggestions of employee turnover in military hospital

作　　者：陈莉莉[1] 路文亮[1] 刘文颖[1] 高鹏[1] 魏巍[1] 许树根[1] 

机构地区：[1]解放军174医院人力资源管理中心,福建厦门361003

出　　处：《东南国防医药》2015年第1期64-66,共3页Military Medical Journal of Southeast China

摘　　要：目的：为医院管理者对聘用人员管理并有效留住人才提供依据和建议。方法通过采用问卷调查和统计分析的方法进行讨论。结果离职人员从专业看，护理比例最高（47．92％）；从学历看，本科比例最高（42．36％）、大专为（36．11％）；从在院工作时间看，1～3年最多（38．19％）；从职称看，初级技术职务最多（79．17％）；离职原因主要为家庭原因（33．33％）、寻求外部职业机会（31．25％）。结论医院聘用初级技术人员，特别是护士离职较严重，要求医院管理者加大对聘用人员的人文关怀和职业规划引导，确保人才队伍的可持续发展。Objective To provide suggestions for effective human resources management of hospital .Methods Question-naire and statistic analysis was used during the discussion .Results From the point of the position , the turn over rate of nursing was highest （47.92%）.From the perspective of education background , undergraduate degree took up 42.36% while college degree took up 36.11%.And the turnover rate of employees whose work time lasts for 1 to 3 years was highest （38.19%）.Primary title took up to 79.17%;The main reasons for employee turnover were family issues （33.33%） and outside job opportunities （31.25%）.Conclu-sion The main turnover group is the primary title employee , especially the nursing .This requires more humanistic care and better ca-reer planning on the current employees to ensure the stability of our talents .

关 键 词：军队医院 聘用人员 离职 现状分析 对策 

分 类 号：R197.32[医药卫生—卫生事业管理]