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目的浅谈基层医院助产士梯队建设的管理方法。方法以2011年助产士队伍流动67%影响妇产科正常工作为契机,以保证产科质量为前提,跟院领导职工办和护理部沟通制定管理方案,首先得到领导的认可和重视,科室做好细节管理。达到目前人员紧缺的短期目标和人才梯队建设的长期目标。结果经过1年的运作,通过书面和口头的沟通,在科室方案得到认可,提高助产士待遇的同时,医院同意下设助产护士长行政岗位和改善护理队伍的招聘方案,同意招聘有经验的助产士和自己培养助产士的方案,有计划的构建助产士的梯队。结论方案是科学的,自己培养助产士是可行的。
Objective To discuss the management of midwifery cadavers in primary hospitals. Methods Taking the flow of 67% of midwives in 2011 affecting the normal work of obstetrics and gynecology as an opportunity, with the premise of ensuring the quality of obstetrics, it communicated with the staff leaders of the hospital and the nursing department to formulate the management plan, which was first recognized and valued by the leadership and the department made good details management. Achieve the short-term goal of personnel shortages and the long-term goal of talent echelon construction. Results After 1 year of operation, through written and verbal communication, approval of department programs and improvement of midwifery treatment, the hospital agreed to set up midwifery nurses administrative positions and improve nursing staff recruitment programs, and agreed to recruit experienced midwives And my own plan to train midwives, planned to build midwife echelon. Conclusion The program is scientific and it is feasible to train midwives ourselves.