基于胜任力的公立医院运营助理选拔与培养机制研究  

Research on the Selection and Training Mechanism of Operation Assistants in Public Hospitals Based on Competency

作　　者：付晓丽[1] 刘函 郭智萍 赵要军 郭梓旭 于雪晴 李晨琪 穆子涵 Fu Xiaoli;Liu Han;Guo Zhiping(College of Public Health,Zhengzhou University,Zhengzhou,Henan,450001,China;不详)

机构地区：[1]郑州大学公共卫生学院,河南郑州450001 [2]华中阜外医院·郑州大学华中阜外医院,河南郑州451464 [3]河南省心血管病新技术评估与转化工程技术研究中心,河南郑州451464 [4]河南省医院管理研究院,河南郑州450052 [5]国家心血管病中心华中分中心,河南郑州451464

出　　处：《中国医院管理》2025年第3期28-31,共4页Chinese Hospital Management

基　　金：中原医创基金会医院管理研究项目(24YCG2003);河南省医学科技攻关计划软科学项目(RKX202201004)。

摘　　要：新形势下公立医院选配运营助理是提升医院精益运营管理水平的举措,因而设计科学合理的运营助理选拔与培养机制至关重要。通过文献研究,借鉴胜任力模型,选取某三级甲等心血管病专科医院作为研究案例,从选拔对象、选拔条件、选拔方式、选拔标准等4个方面探索构建选拔机制,从能力提升、服务临床、数据分析、评价反馈和组织行为规范等5个方面制定5大培养机制,进而提出应关注选拔与培养机制的科学性、可推广性和创新性,打造高效的运营助理工作团队。Under the new situation,the selection of operation assistants in public hospitals is a major measure to improve the level of lean operation management of hospitals,so it is very important to design a scientific and reasonable selection and training mechanism for operation assistants.Through literature research and drawing on the competency model,a tertiary grade A cardiovascular disease hospital was selected as a case study to explore the construction of a selection mechanism from four aspects:selection objects,selection conditions,selection methods and selection criteria.Five training mechanisms were formulated from five aspects:capacity improvement,clinical service,data analysis,evaluation and feedback,and organizational behavior norms,and then it was proposed that attention should be paid to the scientific,feasible,replicable and innovative nature of the selection and training mechanism,so as to build an effective public hospital operation assistant team.

关 键 词：公立医院 运营助理 胜任力 选拔机制 培养机制 

分 类 号：R197.322[医药卫生—卫生事业管理]