人力资源成熟度模型在医院人才引进工作中的应用策略  

Application strategy of human resources maturity model in hospital talent introduction

作　　者：姜胜超 赵俊 刘梦灵 李紫薇 范文青 蔡艳姬 钟帆 JIANG Shengchao;ZHAO Jun;LIU Mengling;LI Ziwei;FAN Wenqing;CAI Yanji;ZHONG Fan(Ministry of Personnel,the Second Affiliated Hospital,School of Medicine,South China University of Technology(Guangzhou First People’s Hospital),Guangzhou 510180,China)

机构地区：[1]华南理工大学附属第二医院(广州市第一人民医院)人事部,广东广州510180

出　　处：《广州医药》2024年第9期1095-1098,共4页Guangzhou Medical Journal

摘　　要：伴随着对医疗领域人才水平要求的逐步提高,医院人力资源管理尤其是医院人才引进工作正在由规模化发展向精细化发展转变。当前医院人才引进过程中存在缺乏人力资源发展规划、高层次人才引进方法有待完善、人才管理能力亟须提高、科室用人需求脱离实际、忽视对于岗位胜任力的分析等问题。人力资源成熟度模型(People Capability Maturity Model,P-CMM)作为一种系统的管理理论,其具备很强的实践性,文章对人力资源成熟度模型在医院人才引进工作中的本土化应用进行相关讨论与研究,将P-CMM不同成熟度等级、过程域目标与医院人才引进工作相结合,并提出可操作性指导,具有一定的理论与实践价值。With the gradual improvement of the requirements for talents in the medical field,hospital human resource management,especially the introduction of talents in hospitals,is changing from large-scale development to refined development.At present,there are some problems in the process of hospital talent introduction,such as lack of human resource development plan,improvement of high-level talent introduction method,improvement of talent management ability,separation of department employment demand from reality,neglect of post competency analysis,etc.People Capability Maturity Model(P-CMM),as a systematic management idea,has strong practicality.This study discusses and studies the localization application of human resource maturity model in hospital talent introduction,combines different maturity levels and process area objectives of P-CMM with hospital talent introduction,and puts forward operational guidance It has certain theoretical and practical value.

关 键 词：人力资源成熟度模型 P-CMM 人力资源管理 医院招聘 

分 类 号：R197.322[医药卫生—卫生事业管理]