目的通过建立兼职教师人才库,探讨其在危急症护理教学中的运用。方法结合所在单位实际,抽取纳入人才库的兼职教师4人参与13级护理专业4个班级《急危重症护理学》的授课,作为试验组,本校专职教师3人及其教授的6个班级为对照组;选择三项...目的通过建立兼职教师人才库,探讨其在危急症护理教学中的运用。方法结合所在单位实际,抽取纳入人才库的兼职教师4人参与13级护理专业4个班级《急危重症护理学》的授课,作为试验组,本校专职教师3人及其教授的6个班级为对照组;选择三项操作及期末理论考试分数作为评价教学效果的指标。结果试验组经口气管插管得分(89.03±4.38)高于对照组(86.82±4.52),心肺复苏得分(78.13±7.51)低于对照组(81.45±6.81),三角巾包扎得分(92.09±4.69)低于对照组(94.06±3.27),差异均具有统计学意义(P<0.05);两组期末理论考试分数[(71.57±17.42)vs(71.18±15.25)]比较,差异无统计学意义。来自急诊科的兼职教师教授的学生心肺复苏[(79.09±6.88)vs(75.16±8.64)]及三角巾包扎[(94.41±5.11)vs(87.22±3.83)]考核分数高于来自重症监护室(intensive care unit,ICU)的兼职教师教授的学生,而经口气管插管得分较低[(92.09±4.01)vs(95.21±2.02)],差异具有统计学意义(P<0.05);期末理论考核成绩[(72.02±13.12)vs(68.47±10.47)]两者无差异。中级职称兼职教师教授的学生经口气管插管[(90.59±3.72)vs(84.16±2.15)],三角巾包扎[(94.28±2.47)vs(85.24±3.15)],期末理论考试[(73.77±17.65)vs (64.67±14.87)]成绩高于高级职称教师所授班级,且差异均具有统计学意义(P<0.05),心肺复苏成绩[(78.01±7.53)vs (80.24±4.85)]两者无差异。结论对于兼职教师,应根据所在科室的的特长安排授课内容,充分发挥中级职称兼职教师的优势。展开更多
Talent management(TM)is the current buzzword for organisations that want to attain competitive advantage globally,including Saudi Arabia.The present study explores the status and the emergence of TM in Saudi Arabia in...Talent management(TM)is the current buzzword for organisations that want to attain competitive advantage globally,including Saudi Arabia.The present study explores the status and the emergence of TM in Saudi Arabia in the last few years based on reviewing the pre-existing literature.In addition,an insight into the challenges specific to the management of talent in Saudi Arabia is discussed.Due to the traditional and conservative society of Saudi Arabia,along with its governmental policies such as Saudization and the Nitaqat system,it has become extremely challenging for private organisations to employ TM practices.This study provides insights into various TM practices employed in Saudi Arabia;however,none of the studies have provided any information about the types of TM practices to be employed for a better and more efficient organisational performance in the context of Saudi Arabia.It is concluded that the practice of TM in Saudi Arabia is extremely selective in private organisations and can be considered to be in its infancy.Moreover,the gaps in the research in these areas are identified,and based on those,recommendations are made for the scope of future work.This study contributes to a critical understanding on the suitable TM practices that can be applied in Saudi Arabia as well.It provides insights assisting to further research and practical applications.Our study finds its relevance among TM academicians,human resource(HR)departments,policy makers,government agencies,talent managers,and employers who are either already functional in Saudi Arabia or are planning to open business processes in Saudi Arabia in the near future.This can act as a strategic development when collaborated appropriately with the government authorities.展开更多
文摘目的通过建立兼职教师人才库,探讨其在危急症护理教学中的运用。方法结合所在单位实际,抽取纳入人才库的兼职教师4人参与13级护理专业4个班级《急危重症护理学》的授课,作为试验组,本校专职教师3人及其教授的6个班级为对照组;选择三项操作及期末理论考试分数作为评价教学效果的指标。结果试验组经口气管插管得分(89.03±4.38)高于对照组(86.82±4.52),心肺复苏得分(78.13±7.51)低于对照组(81.45±6.81),三角巾包扎得分(92.09±4.69)低于对照组(94.06±3.27),差异均具有统计学意义(P<0.05);两组期末理论考试分数[(71.57±17.42)vs(71.18±15.25)]比较,差异无统计学意义。来自急诊科的兼职教师教授的学生心肺复苏[(79.09±6.88)vs(75.16±8.64)]及三角巾包扎[(94.41±5.11)vs(87.22±3.83)]考核分数高于来自重症监护室(intensive care unit,ICU)的兼职教师教授的学生,而经口气管插管得分较低[(92.09±4.01)vs(95.21±2.02)],差异具有统计学意义(P<0.05);期末理论考核成绩[(72.02±13.12)vs(68.47±10.47)]两者无差异。中级职称兼职教师教授的学生经口气管插管[(90.59±3.72)vs(84.16±2.15)],三角巾包扎[(94.28±2.47)vs(85.24±3.15)],期末理论考试[(73.77±17.65)vs (64.67±14.87)]成绩高于高级职称教师所授班级,且差异均具有统计学意义(P<0.05),心肺复苏成绩[(78.01±7.53)vs (80.24±4.85)]两者无差异。结论对于兼职教师,应根据所在科室的的特长安排授课内容,充分发挥中级职称兼职教师的优势。
文摘Talent management(TM)is the current buzzword for organisations that want to attain competitive advantage globally,including Saudi Arabia.The present study explores the status and the emergence of TM in Saudi Arabia in the last few years based on reviewing the pre-existing literature.In addition,an insight into the challenges specific to the management of talent in Saudi Arabia is discussed.Due to the traditional and conservative society of Saudi Arabia,along with its governmental policies such as Saudization and the Nitaqat system,it has become extremely challenging for private organisations to employ TM practices.This study provides insights into various TM practices employed in Saudi Arabia;however,none of the studies have provided any information about the types of TM practices to be employed for a better and more efficient organisational performance in the context of Saudi Arabia.It is concluded that the practice of TM in Saudi Arabia is extremely selective in private organisations and can be considered to be in its infancy.Moreover,the gaps in the research in these areas are identified,and based on those,recommendations are made for the scope of future work.This study contributes to a critical understanding on the suitable TM practices that can be applied in Saudi Arabia as well.It provides insights assisting to further research and practical applications.Our study finds its relevance among TM academicians,human resource(HR)departments,policy makers,government agencies,talent managers,and employers who are either already functional in Saudi Arabia or are planning to open business processes in Saudi Arabia in the near future.This can act as a strategic development when collaborated appropriately with the government authorities.
