摘要
目的分析360度绩效考核法在护士长能力个性化培养中的运用。方法选择6名评估对象在2007年至2011年连续运用360度绩效反馈法对评估对象进行分级测评和反馈;找出影响成功的个性化的关键因素,由护理部和护士长共同制定有针对性的培训计划和指导方案并实施。结果2007年到2011年护士长绩效考评总分逐年上升。2007、2008、2009年度与2010、2011年度比较,差异有统计学意义(P<0.05)。新任护士长经过个性化的培养和指导,在品德、智力、能力、绩效、总评价等方面有所提高。老护士长任职的第4、5、6、7、8年绩效结果,各个指标因子总体是上升的,尤其是品德指标因子、智力指标因子、能力指标因子上升明显。有的指标因子在5年间出现不同程度的波动,如智力因子和服务因子。绩效因子没有明显提高。结论 360度绩效反馈法在护士长年度考核中应用,能够实现对护士长考核的量化,体现考核的公平公正,促进护士长能力的提高和护士长队伍的健康成长。
Objective To analyze the application of 360 degree performance feedback in the personal culture for head nurse＇ capacity. Methods Six subjects with the evaluation of 360 performance feedback from 2007 to 2011 were selected for the grading appraisal and feedback so as to figure out the key factors of success. Finally the specific training schedule and guidance scheme were developed mutually by the nursing department and nurse head. Results The total score of performance evaluation for nurse head was increasing from 2007 to 2011. The differences were significant in the scores in 2007,2008 and 2009 as compared with those in 2010 and 2011（ P〈0. 05）. The newly- appointed head nurses were improved in morality,intelligence,capacity,performance and total evaluation after personal culture and guidance. The total results of factors for the senior head nurses were increased in the evaluation of the 4th,5th,6th 7th and 8th years,especially in morality,intelligence and capacity. The results of some indexes were fluctuated in 5 years,such as intelligence and service. The performance factor was not improved obviously. Conclusion The 360 degree performance feedback in the personal culture for head nurse＇capacity achieves the evaluation quantification. This evaluation is justice and equity and promotes head nurse＇s capacity and team growth.
出处
《世界中西医结合杂志》
2014年第12期1328-1329,1332,共3页
World Journal of Integrated Traditional and Western Medicine
关键词
护士长
360度绩效反馈法
绩效评价
个性化培养
Head Nurse
360 Degree Performance Feedback
Performance Evaluation
Personal Culture
