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疗卫生机构的核心竞争力来源于优秀的卫生技术人员。基层医院要谋求长期发展,就需要在人力资源上加大投入,吸引人才,并用自身的管理和培育机制,留住人才,促进成才。当然,基层医院在长期的发展中也比较重视人才工作,在培养和吸引人才上采取了一系列的举措,但效果不甚明显,主要原因是:缺乏专业特色,整体技术含量低;客观环境制约发展,生存压力较大;福利待遇低,很难留住人才;培训、培养基础薄弱。采取的措施有:加大力度,培养造就人才;合理安排,发挥人才作用;增加福利待遇,留住人才。
The core competencies of health institutions come from excellent health technicians. In order to seek long-term development in grassroots hospitals, grassroots hospitals need to invest more in human resources to attract more qualified personnel and use their own management and training mechanisms to retain qualified personnel and promote talents. Of course, grassroots hospitals also pay more attention to personnel work in the long run, and have taken a series of measures to foster and attract talented people, but the results are not obvious. The main reasons are: lack of professional features and low overall technical content; objective environmental constraints Development, survival pressure is large; benefits are low, it is difficult to retain talent; training, training foundation is weak. Measures taken are: increase efforts to cultivate and create talent; reasonable arrangements to play a talent role; increase benefits, retain talent.