能级对应的护理人力资源管理模式下绩效考核方案实施效果  

Effectiveness of Implementing Performance Appraisal Program under the Energy Level Correspondence Nursing Human Resource Management Model

作　　者：吴霞 符美芳 范文俊 王聪 WU Xia;FU Meifang;FAN Wenjun;WANG Cong(Endoscopy Center,Qianjiang Central Hospital,Qianjiang,Hubei Province,433100 China;Department of Respiratory and Critical Care Medicine,Qianjiang Central Hospital,Qianjiang,Hubei Province,433100 China;Department of Gastroenterology,Qianjiang Central Hospital,Qianjiang,Hubei Province,433100 China)

机构地区：[1]潜江市中心医院内镜中心,湖北潜江433100 [2]潜江市中心医院呼吸与危重症医学科,湖北潜江433100 [3]潜江市中心医院消化内科,湖北潜江433100

出　　处：《中国卫生产业》2023年第11期155-158,共4页China Health Industry

摘　　要：目的探究在绩效考核中应用能级对应护理人力资源管理模式的临床价值。方法选取2020年6月—2021年6月在黄梅县中医医院任职的40名护理人员,根据入职先后顺序将其分为观察组20名和对照组20名,对照组护理人员实施常规管理模式下绩效考核,观察组护理人员进行能级对应护理人力资源管理模式下绩效考核,比较两组的满意度、护理质量、护理人员综合素质情况、绩效考核评分情况。结果观察组护理人员对管理的满意度高于对照组,差异有统计学意义(P<0.05)。管理后,观察组护理人员综合素质和护理工作质量均优于对照组,绩效考核评分高于对照组,差异有统计学意义(P<0.05)。结论将能级对应护理使用于人力资源绩效考核绩中具有较高的可行性,对增强护理人员和患者的满意度有一定的帮助,同时还能有效提高护理服务的质量。Objective To investigate the clinical value of applying the energy level correspondence nursing human resource management model in performance appraisal.Methods 40 nursing staff serving in Huangmei County Hospital of Traditional Chinese Medicine from June 2020 to June 2021were selected,and they were divided into 20 in the observation group and 20 in the control group according to the order of entry.The nursing staff in the control group were given performance appraisal under the conventional management model,and the nursing staff in the observation group were given performance appraisal under the energy level correspondence nursing human resource management model,and the satisfaction,quality of care,overall quality of nursing staff,and performance appraisal scores of the two groups were compared.Results The satisfaction of nursing staff in the observation group was higher than that in the control group,and the difference was statistically significant(P<0.05).After management,the comprehensive quality and work quality of nursing staff in the observation group were better than those in the control group,and the performance appraisal score was higher than that in the control group,the difference was statistically significant(P<0.05).Conclusion The use of competency level correspondence nursing in human resources performance appraisal performance is highly feasible,which is helpful to enhance the satisfaction of nursing staff and patients,and also can effectively improve the quality of nursing services.

关 键 词：人力资源管理 能级管理 护理管理 绩效考核 临床价值 

分 类 号：R197[医药卫生—卫生事业管理]