Influence of separating professional title appraisal and appointment on nursing human resources allocation
10.3760/j.issn.1674-2907.2014.08.036
- VernacularTitle:技术职称评聘分开机制对护理人力资源配置的影响
- Author:
Longfeng WANG
1
;
Lei CAI
Author Information
1. 225300 泰州市人民医院护理部
- Keywords:
Nursing human resources;
Professional title;
Separation of appraisal and appointment;
Performance quantitative assessment;
Rational allocation
- From:
Chinese Journal of Modern Nursing
2014;20(8):956-960
- CountryChina
- Language:Chinese
-
Abstract:
Objective To discuss the application of implement the separation of professional title appraisal and appointment in nursing human resource allocation .Methods Nursing department confirmed the nursing staff professional title ratio in nursing unit;reasonably deployed the nursing staff at the post;established the quantitative assessment criterion of professional title main performance; strengthened the management after appointment .The main performance quantitative assessment of senior professional titles staff and the nursing quality check scores of nursing unit before and after the implementation were compared .Results After the implementation , night shift number per capita per year , published paper number , section office quality control number and teaching students number of intermediate title staff were higher than before the implementation , and the differences had the statistically purport ( t=-16.98 ,-8.73 ,-23.51 ,-25.33;P<0.001 ) .The night shift number per capita per year ( 22.12 ±2.20 ) , number of papers published in statistical source journals (1.17 ±0.39), nursing department quality control number (7.71 ±1.96), teaching students number (9.94 ± 1.08 ) , teaching ward round presided number or business seminar number of senior title staff ( 12.17 ±0.39 ) were higher than before the implementation (11.06 ±7.90),(0.67 ±0.48),(4.00 ±1.96),(6.13 ±1.41), (6.20 ±1.26 ), and the differences were statistically significant ( t =-5.23, -3.27, -5.33, -8.62,-17.57;P<0.005 ) .The inspection scores of ward management ( 97.27 ±1.07 ) , inpatient nursed quality (97.43 ±0.95), disinfection and isolation (98.19 ±0.71), emergency medication and devices (99.17 ± 0.83 ) , nursing medical records ( 97.26 ±1.09 ) and patients'satisfaction ( 98.27 ±1.14 ) were higher than before the implementation ( 91.32 ±1.58 ) , ( 90.02 ±2.94 ) , ( 92.46 ±1.95 ) , ( 93.09 ±1.74 ) , ( 92.29 ± 1.63),(92.32 ±1.51), and the differences were statistically significant (t=-19.88,-15.38,-17.67,-20.12 ,-16.21 ,-20.16 ,P<0.001 ) .Conclusions Implementing the rational allocation of nursing human resource by professional title appraisal and appointment separation is a new management method .The method plays an important role in strengthening the stability of nursing clinical team , strengthening the key speciality and nursing discipline construction and the improvement of the nursing work quality , which is worth popularizing and applying in other hospitals .
