Building Talent Evaluation Model In Department Director Of The Shanghai Hospital Introduction

Since McClelland, the American scholar put forward the concept of “competency” in1970s, the research and practice of competency has been regarded now as animportant human resource management foundation work, received massive attentionfrom many experts and scholars of human resource management and managementpsychology in the fields. Over the past thirty years, a lot of experts and scholars havedone a lot of research and exploration on multiple occupation groups like enterprises,schools, government organizations, hospitals and so on.During the process of the department directors’ selections of the hospitals in remoteareas of Shanghai, we usually encounter an awkward situation that it becomes verydifficult to distinguish from the jumbled people. Shanghai health system is currentlylaunching a selection project of directors from other provinces, mainly through eightaspects trying to let the hospitals to have a detailed understanding of the level ofmedical professional and technical ability. While, at the same time, it can’t showother aspects of the candidates especially the management capabilities, this can be aninvisible problems of whether the directors can be capable of the jobs.According to the theory of competency, this paper tries to reintegrate the method ofhospital departments’ construction model, the process and research. Through thedivision of department officer grade and sequence, the obtaining of the wordcompetency, behavioral event interview as well as the statistical analysis of theinterview data to form the hospital department director competency model. Thismodel is mainly composed of3first level indicators: doctors basic competency,department management competency, professional competency;16level two indexes:the medical ethics, humanistic care, interpersonal skills, improve the quality ofmedical work, risk control ability, leadership decision-making ability, guide thesupervision ability, organization coordinated ability, department operation ability,foresight, professional theory knowledge, practical ability, problem solving ability,scientific research ability, teaching ability and knowledge updating technology innovation.We put the competency model into the system of personnel evaluation to provide abroader perspective and new technology of the director management department, thiswill play a role as the base and guiding in the assessment process, in order toovercome the existing management mode limitations, adapt to the new situation andobtain new methods of the problems.