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作为一个知识密集型单位,高综合素质是医院进行招聘的基本要求。然而,与一般企业相比,从招聘程序、手段等方面,医院的招聘工作大同小异,对高素质人才的测评体系还没有建立健全。医学专业知识、医学专业技能、外语水平、电脑应用能力、沟通能力等显性知识是传统的人力资源招聘与选拔的主要方面,对于事业心、责任感、开拓精神、竞争意识等隐性知识在招聘考核中所占的比例非常有限,甚至没有。这是与当前医院人才需求所不相符合的。在本文中,笔者探讨了如何在医院的人才引进机制中引入胜任力,从而提高医院的人才招聘效率。
As a knowledge-intensive unit, high overall quality is the basic requirement of hospital recruitment. However, compared with the general business, recruitment procedures and means, etc., the hospital hiring similarities in the high-quality personnel evaluation system has not yet established and perfect. Explicit knowledge such as medical professional knowledge, medical professional skill, foreign language proficiency, computer application ability and communication ability is the main aspect of the traditional recruitment and selection of human resources. As for the tacit knowledge of professionalism, responsibility, pioneering spirit and competition awareness, The proportion of assessment is very limited, not even. This is not in line with the current needs of hospital personnel. In this paper, the author discusses how to introduce competency in the mechanism of talent introduction in hospitals so as to improve the efficiency of hospital recruitment.