《中国卫生质量管理》[ISSN:1006-7515/CN:CN 61-1283/R]
卷:
第25卷
期数:
2018年03期
页码:
119-121
栏目:
问题与探索
出版日期:
2018-03-28
- 作者:
-
赵晶 范理宏 陈万里 温静 万祎洁 余飞
-
上海市第十人民医院
- 关键词:
-
后备干部; 生命周期; 培养模式
- Keywords:
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Reserve Cadres; Life Cycle; Training Mode
- DOI:
-
10.13912/j.cnki.chqm.2018.25.3.36
- 摘要:
-
目的了解医院后备干部的发展现状，制定后备干部的生命周期培养模式。方法采用访谈法、专家咨询法和问卷调查法进行研究。结果某三甲医院干部队列中，共有61个科主任岗位，主任助理的配比是19.7%，年龄在40岁以下的占25%。根据不同部门的特点，结合生命周期理论，在共性要求的基础上制定差异化的后备干部选拔标准，以及后备干部的生命周期培养模式。结论后备干部生命周期培养模式有助于优化后备干部队伍结构，对后备干部的产生具有一定的督促和激励作用。
- Abstract:
-
ObjectiveTo investigate the development status of reserve cadres in hospital and develop the life-cycle training mode of reserve cadres.MethodsThe interview method, expert consultation and questionnaire survey methods were used for research.ResultsThere had a total of 61 posts of director of department in the cadre queue in the tertiary hospital with the proportion of the director assistant of 19.7%, and the proportion under 40 years was 25%. According to the different characteristics of different departments, combined with the life cycle theory, the differentiated selection criteria of reserve cadres and the life cycle training mode of the reserve cadres were developed based on the general requirements.Conclusion The life cycle training mode of the reserve cadre can help to optimize the structure of reserve cadres and has certain supervision and incentive effect on the generation of reserve cadres.
更新日期/Last Update:
2018-03-28
