医院核心人才流失的类型与成本分析

• 作 者: 戚莉莉 孟彦
• 机 构: 山东大学第二医院,
• 出 处: 中国农村卫生事业管理
• 发表日期: 2016年02期
• 关键词: 核心人才 医疗卫生体系 人才流失 成本分析 人才流动 显性成本 医师 国际交流合作 离职成本 中层管理干部

随着我国医疗卫生体系的改革不断深入,全员聘用制的推行,医师多点执业的推进,医学人才国际交流合作的日益广泛,人才流动的壁垒逐步瓦解,人才流失的数量在不断增加。医院人力资源管理部门在重点引进及培养核心人才的同时,亦应高度关注核心人才的流失。文章从医院核心人才的界定、流失形式、流失成本进行了分析,并提出了防止核心人才流失的对策。

With the deepening reform of China’s medical and health system, the implementation of full-time employment system, the multi-point practice of medical practitioners, the increasingly extensive international exchange and cooperation among medical personnel, the gradual dissolution of barriers to human resource flow and the increasing number of brain drain. While focusing on the introduction and training of core talents, the hospital’s human resources management department should also pay great attention to the loss of core talents. The article analyzes the definition of core talents, the form of loss and the cost of losing the hospital, and puts forward the countermeasures to prevent the loss of core talents.