胜任力模型在公立医院选人用人中的应用探讨——以医生岗位招聘为例  

Discussion on Application of Competency Model in Recruitment of Public Hospitals——Case Study of Doctor Post Recruitment

作　　者：郭颖婕[1] 李栋[1] 李颖[1] 田盛 GUO Yingjie;LI Dong;LI Ying;TIAN Sheng(Human Resources Department,Tianjin Medical University General Hospital,Tianjin 300052,China)

机构地区：[1]天津医科大学总医院人事处,天津300052

出　　处：《天津科技》2022年第12期25-27,31,共4页Tianjin Science & Technology

基　　金：天津医科大学2020年度医院管理创新研究项目“胜任力模型在医院人才招聘中的调查与分析”(2020YG05)。

摘　　要：人才是医院发展的核心竞争力,招聘作为医院选用人才的重要方式,直接影响着医院人才队伍建设的质量。有效地选拔出符合医院高质量发展需求的人才及科学、合理地测评应聘人员,是加强医院人才队伍建设的关键。将胜任力理论与医院人才招聘相结合,探讨基于胜任力模型的人才招聘体系的构建和应用。Talents are the core competitiveness of hospital development.As an important way for hospitals to select talents,recruitment directly affects the quality of hospital talent team construction.How to effectively select talents who meet the high-quality development needs of the hospital and scientifically and reasonably evaluate candidates are the key to strengthening the construction of hospital talent team.This paper combines competency theory with hospital talent recruitment,and discusses the construction and application of talent recruitment system based on competency model.

关 键 词：公立医院 胜任力模型 人才招聘 

分 类 号：R197.32[医药卫生—卫生事业管理]