摘要
目的探讨学科等级与人才队伍合理性之问的关系，分析各级别学科存在的人才问题，提出解决方案。方法以一所北京市综合性三甲医院为研究对象，按照医院重点学科建设方案，将全院科室由高至低依次评为重点学科、重点发展学科、特色学科及一般发展学科。以学历结构、职称结构、年龄结构及学科带头人学术水平四个维度评判各级别学科人才队伍的合理性。结果全院共有52个I临床、医技科室，按照学科级别由高至低依次为重点学科（7个）、重点发展学科（10个）、特色学科（6个）及一般发展学科（29个）。随着学科等级下降，人才队伍问题逐渐增加。全院人才队伍以高级职称比例过高为主要问题。重点学科存在的主要人才队伍问题是高级职称比例过高；重点发展学科是高级职称比例过高及年龄结构不合理；特色学科中，人才队伍问题进一步多样化，除年龄结构、职称结构不合理以外，三分之一的科室出现学科带头人水平较低；一般发展学科，四类人才问题均普遍存在。结论人才队伍的合理性与学科的等级有着紧密的联系。不同级别的学科体现出的人才队伍问题不尽相同，应根据存在的问题采取相应措施，完善人才队伍，促进学科发展。
Objective To discuss the relationship between discipline ranking and personnel rationality, and explore the problems of personnel development among all the disciplines and put forward further countermeasures. Methods A 3A general hospital in Beijing was targeted, and departments in it were divided into, in descending order of hospital regulations, key disciplines, developing-key disci- plines, characteristic disciplines and general disciplines. To analyze the rationality of personnel, four dimensions as educational background strueture, professional title structure, age structure and aca demic proficiency of department leader were adopted. Results The hospital had 52 departments in total, which were divided into key disciplines （7）, developing-key disciplines （10）, characteristic disciplines （6） and general disciplines （29）. With the decline of the discipline level, the problem of the tal ent team was gradually increasing. The major problem of personnel among all the disciplines was that the proportion of senior staff was too high, so did the key disciplines and developing-key disciplines. Age structure irrationalized was another major problem for developing-key disciplines. As for characteristic disciplines, the problems in personnel were even diversified, which included not only the irra- tional age structure and senior professional proportion, but also the fact that director of one third of these departments showed low academic proficiency. In general disciplines, all above four types of problems exited. Conclusions The rationality of the talent team is closely related to the level of the discipline. Problems in personnel varied among different disciplines, and countermeasures should be provided targeted at existing problems.
作者
沈佚葳
李琦
郭筱薇
田琳琳
李继红
宋清坤
刘福全
Shen Yiwei;Li Qi;Guo Xiaowei;Tian Linlin;Li J ihong;Song Qingkun;Liu Fuquan(Beijing Shij itan Hospital, Cap- ital Medical University ,Beijing 100038 ,P. R. China)
出处
《中华医学科研管理杂志》
2018年第4期292-296,共5页
Chinese Journal of Medical Science Research Management
关键词
医院
重点学科
人才队伍
分析
Hospital
Key disciplines
Talent team
Analysis
