摘要
目的：建立适用于西安市某三级甲等综合医院的护理岗位、分层及绩效管理体系。方法：通过文献回顾法、访谈法及德尔菲（Delphi）专家咨询法等，建立某三级甲等综合医院护理岗位、分层及绩效管理体系。结果：护理岗位设置含护理管理岗位、临床护理岗位和其他护理岗位，各类岗位下有子分类；护士层级分为助理护士、N1、N2、N3及N4，各层级有相应的准入条件；护士绩效管理包含对护士长及护士的各类绩效考核、奖罚办法等。结合岗位和分层管理制定排班原则；岗位、分层及绩效管理相辅相成，在薪酬分配上体现层级差异，以调动护士的积极性。结论：参与本研究2轮函询的41名专家权威程度高，协调性较好，咨询结果可靠；三级甲等综合医院护理岗位、分层及绩效管理体系符合我国国情和医院实际情况，能缓解目前护理人力资源管理中存在的问题。
Abstract
Objective:To establish a scientiifc and reasonable nursing post, layering and performance management system in a ifrst class hospital. Methods:Literature review, interview and Delphi method were used. Results:The management system was as follows:Nursing post was divided into nursing management post, clinical nursing post and other nursing post. Sub-classiifcations were set under every post. The layered nurses were consisted of assistant nurse, N1, N2, N3 and N4. Every level has corresponding entry criteria. Nursing performance appraisal included assessment, reward and punishment for head nurses and nurses. Scheduling principles were decided by combining nursing posts and layered management. Nursing posts, layering and performance management were supplementary to each other, and relfected layered differences in payment in order to arouse the enthusiasm of nurses. More pay for more work, and better merit pay. Conclusion:The experts in this study are in high degree, and have the good cooperation. The system of the nursing posts, layering and performance management is reliable. It is adaptive to the actual Chinese hospital conditions, and can solve problems in nursing human resource at present.
NETL
NSTL
维普
万方数据