摘要
目的进一步了解医院合并后护理工作中存在的不足和困惑,为采取针对性措施提供依据。方法统计并比较我院现有261名护理人员的年龄、护龄结构。结果护士年龄、护龄结构存在“两头大,中间小”的格局,近半数护士临床护理工作经验单一;中级职称护士分布不合理,主管护师主要分布在门诊、行政以及其他非护理一线科室,占主管护师的61.02%(36/59),病房中主管护师仅有15名,占主管护师的25.42%;聘用护士97名(占37.16%),已成为护理队伍的重要力量。结论多种培训法对提高护理队伍业务水平行之有效,按职称上岗,充分发挥护士的专业技能和特长,避免人力资源的不足与浪费,提高了工作效率和整体护理质量。
Objective To explore the problems in nursing work in the rapid development period after the consolidation of hospital, and provide evidence for the improvement countermeasures. Methods The structures of age and working years of the current 261 nursing staff were analyzed. Results The structures of nurses＇ age and working years both showed irrational. More than half of the nurses lacked municipal nursing experience. The distribution of nurses with secondary professional title was irrational. The charge nurses didn ＇ t make full use of their professional advantages in suitable post, most of them worked in outpatient department,administration department and other non - clinical departments, which accounted for 61.02% （36/59） in the total of charge nurses. Only 15 charge nurses worked in clinical departments,which accounted for 25.42% in the total of charge nurses. There were 97 employed nurses, which accounted for 37.16% in the total of nursing staff and had become the important resource in nurse team. Conclusion In order to avoid the shortage and waste of human resource, improve working efficiency and quality of nursing, it is necessary to provide training by various means to improve nurses＇ professional level, to arrange nurses according to their professional titles and make full use of their professional advantages.
出处
《护理管理杂志》
2006年第9期44-47,共4页
Journal of Nursing Administration
关键词
护理人力资源
管理
对策
nursing human resource
management
countermeasure
