北京市某三甲医院新入职管理人员轮岗培训模式探讨  

Discussion on rotational training model in hospital for new administrative staffs in Beijing

作　　者：武晶晶[1] 张琳[1] 王伊龙[1] 徐贝贝[1] 陈璐[1] 任佩娟[1] 

机构地区：[1]首都医科大学附属北京天坛医院科研处,北京100050

出　　处：《中国医药导报》2015年第25期148-151,共4页China Medical Herald

摘　　要：轮岗培训是一种低成本、高收效的管理人员培训模式,近年来已被纳入一些医院新入职管理人员的培训中。本文以首都医科大学附属北京天坛医院为例,介绍了医院轮岗培训的实施方案,系统阐述了轮岗培训模式对医院培养优秀管理人才的意义,以及在实施过程中存在的一些问题,提出应该兼顾好医院、新入职人员两大方面问题,只有把握好入职集中培训与科室轮岗相结合、科室需求与人员定岗意向相结合、带教规范化与考核规范化相结合、过程反馈与结果反馈相结合、短期考核机制与长期激励机制相结合的五个结合点,才能更好地完成轮岗培训工作实施,实现医院和轮岗职工的双赢。Rotational training is a kind of training model with low cost but high efficiency. In recent years, this kind of model is introduced in some hospitals for new administrative staff training. Take Beijing Tiantan Hospital, Capital Medical University for example, the authors introduce the implementation plans of the rotational training among the new administrative staffs, the significance of the rotational training model for talent training, and the problems existing dur- ing the implementing in this paper. The authors suggest that should consider both the regulators （the hospital） and the regulated （the new staff）. Through the five combinations of centralism and rotational training, department demanding and personal wishes, standardized teaching and examination, process and outcome feedback, short term assessment and long-term incentive mechanism, the rotational training can be work out smoothly,then can achieve a win-win situation between the hospital and the staffs.

关 键 词：医院 新入职 管理人员 轮岗培训 模式 

分 类 号：R197.32[医药卫生—卫生事业管理]