摘要
目的 分析某三甲医院2022年临床专科能力与岗位配置情况,为公立医院"专科(学科)-岗位"精细化管理提供决策依据.方法 根据医院实际,设计临床专科能力评估体系,使用熵权法对指标赋权;采用SPSS 26.0软件对临床专科能力评估结果与岗位配置情况进行聚类分析.结果 评价体系含医疗服务质量、医疗服务效率、医疗服务能力、技术风险与难度4个维度19个指标;30个临床专科分为7类,分别为高分综合型、服务质量型、服务能力型、风险技术型、一般型及孵育型等;核心层、骨干层、基础层岗位结构分为工字形、金字塔形、橄榄形等.不同类型专科优势与短板兼具,能力差异明显,岗位总量与结构多样.结论 应根据专科能力评估结果科学制订适宜的岗位配置策略,进一步发挥骨干层和核心层作用,结合专科能力特点优化岗位配置.
Abstract
Objective To analyze the clinical speciality capacity and post configuration in a tertiary hospital in 2022,and to provide decision-making basis for the refined management of " specialty ( discipline )-post " in public hospi-tals. Methods The evaluation system of clinical specialty ability was designed according to the actual situation of the hospital,and the entropy weight method was used to empower the indicators. SPSS 26.0 software was used to conduct cluster analysis on the evaluation results of clinical specialty capacity and job allocation. Results The evaluation sys-tem encompassed 19 indicators across four dimensions,such as medical service quality,medical service efficiency,medi-cal service ability,and technical risk and difficulty. It categorized the 30 clinical specialties into seven distinct types,in-cluding high score comprehensive type,service quality type,service ability type,risk technology type,general type,and incubation type. The job structure at the core,backbone,and basic levels was categorized into Ⅰ-shaped,pyramid-shaped,and olive-shaped forms. Various types of clinical specialties coexisted with both strengths and weaknesses,ex-hibiting significant differences in capabilities,diverse job quantities and structures. Conclusion It was proposed to formulate appropriate post configuration strategies according to the evaluation results of specialist ability,further play the role of backbone and core layers,and optimize post allocation according to the characteristics of speciality ability.
维普
万方数据