基于胜任力模型公立医院医生招聘策略研究——以广州市公立医院为例  

Research on recruitment strategies for public hospital physicians based on competency models:a case study of public hospitals in Guangzhou

作　　者：李连欢 郑维江 龙杰 程亮 LI Lianhuan;ZHENG Weijiang;LONG Jie;CHENG Liang(The Fourth Affiliated Hospital of Guangzhou Medical University,Guangzhou 511300,China)

机构地区：[1]广州医科大学附属第四医院,广东广州511300 [2]广州医科大学附属口腔医院,广东广州510160 [3]广州医科大学附属肿瘤医院,广东广州510095

出　　处：《现代医院》2024年第10期1568-1570,1574,共4页Modern Hospitals

摘　　要：医学人才是医院发展的核心竞争力,医院通过招聘有效选拔出符合医院高质量发展需求的人才。文章以广州市公立医院为例,通过文献资料查阅法、访谈法,构建了包括业务能力、知识能力、职业精神与素质、团队合作能力、医患沟通能力、终身学习能力6个维度20个要素的公立医院医生胜任力模型,并将建立的医生模型应用在制定招聘需求、拓展招聘渠道、甄选人才、规范招聘流程、完善招聘评价系统等模块上,提出公立医院医生相应的招聘策略。Medical talent is the core competitive strength for the development of hospitals.Effective recruitment helps hospitals select talents that meet the demands of high-quality development.This article takes public hospitals in Guangzhou as an example and employs literature review and interviews to construct a competency model for public hospital physicians.This model encompasses six dimensions and 20 elements,including clinical skills,knowledge proficiency,professional spirit and qualities,teamwork ability,doctor-patient communication skills,and lifelong learning ability.The established model is applied to various recruitment modules,such as defining recruitment needs,expanding recruitment channels,selecting candidates,standardizing recruitment processes,and improving recruitment evaluation systems,thereby proposing corresponding recruitment strategies for public hospital physicians.

关 键 词：胜任力 胜任力模型 公立医院医生 策略 

分 类 号：R197.32[医药卫生—卫生事业管理]