Study On The Problems And Countermeasures Of Doctor Turnover In Hz Hospital Of Private Hospital

With the opening of the medical market,the number of private hospitals has increased rapidly.At the same time,their size has expanded gradually,getting higher and higher percentage in the market in which they are competing fiercely with public hospitals.Under the circumstances,a hospital must import talents to develop,and attracting excellent doctors is the top priority.The frequent turnover of doctors has seriously affected the sustainable development of private hospitals in recent years.The loss of doctors has become a major problem restricting their development.Therefore,the effective management of doctors should be strengthened to prevent the loss of excellent doctors in private hospitals.Hz hospital,established in 2006,is the first private second level general hospital in Heze City.Over recent years,the scale of the hospital has expanded;however,the problem of serious loss of doctors still exists in it,which results in the increasing expenditure on recruitment,talent introduction,training and management.The significantly increased labor cost has seriously affected its speed of growth.Based on the background given above,this thesis puts forward the main issue: the loss of doctors in private hospitals,investigates reasons for the loss of doctors in Hz hospital,and analyzes its influencing factors.To improve the matter,it’s necessary to start from human resource management: to plan the objectives reasonably,to develop management systems of appointing,training,importing and employing talents,to strengthen talent construction and management,to establish the systems of talent evaluation,and recruitment and management,to establish a fair and just personnel promotion mechanism,to build a fair and competitive salary system,and etc.These effective measures can be helpful for the hospital to solve and prevent the loss of doctors,and develop sustainably.Through the analysis of doctor turnover data in Hz hospital,the interviews with in-service doctors,and questionnaire,it can be concluded that factors affecting talent drain of doctors at all levels include lower salary,fewer promotion opportunities,less learning and training,unreasonable performance assessment,unclear career planning,high work pressure,lack of corporate culture,etc.Based on the above reasons,this thesis further puts forward the corresponding countermeasures to solve the high turnover rate of doctors in HZ hospital: to establish a fair and competitive salary system,to build up the hospital culture,to help relieve the pressure of the staff caused by social environment,hospital and personal reasons,and to expand career development channels for employees.These solutions can help improve the competitive advantages of HZ hospital,ensuring its sustainable development.The research results can be of a certain inspiration and useful references for retaining talents in private hospitals.