Study On The Problem And Countermeasures Of Staff Loss In Xuzhou Branch Of Huaxia Ophthalmology Group

With the continuous improvement and reform of the medical system,various policies conducive to the operation and development of private hospitals have been issued,so private hospitals ushered in a rapid growth stage,and their proportion in the medical industry has gradually increased.With the increase of the number,the pressure of market competition intensifies.How to stand out from many enterprises and improve their brand competitiveness has become an urgent problem for medical institutions.In this environment,the core competition among enterprises is actually the competition of knowledge and skills and the ability to reasonably allocate limited resources.Ultimately,the realization of these elements depends on the carrier of talents.Talents are those who master and use knowledge and skills in the enterprise.This is true for all walks of life,especially for the knowledge intensive medical industry.According to the data,most private hospitals in China are plagued by staff turnover,which has restricted the sustainable development of hospitals to some extent,and has brought adverse effects to the internal organization,including the increase of human resource costs,the impact on the stability of in-service personnel,the decline of competitiveness and the damage to the image of hospitals.Therefore,how to improve the level of human resources management in hospitals and take effective measures to curb staff turnover have become the focus of managers’ attention.This thesis takes Xuzhou Branch of Huaxia Ophthalmology Group as the research object.First of all(Hereinafter referred to as Xuzhou Huaxia),by reading a large number of professional literature related to employee turnover and human resource management,we sorted out the research results at home and abroad,and selected a theoretical model consistent with the research direction of this thesis to use.Through literature synthesis,questionnaire survey and other forms,combined with the four major variables of the Price mueller employee turnover model,and based on the theoretical guidance of Maslow’s hierarchy of needs theory,two factor theory,job satisfaction theory,etc.,to analyze the root causes of employee turnover and provide solutions.Research shows that the reasons for employee turnover are not single factors,but complex and changeable.Through data integration,we conduct a comprehensive analysis from three dimensions: internal reasons of the organization,external environmental impact and personal factors of employees.Among them,the internal factors leading to staff turnover include: imperfect salary management system,lack of systematic career management,lack of internal effective communication mechanism,excessive work pressure and weak hospital culture construction External factors include: the influence of external opportunities,industry policies and family responsibilities Personal factors include age,length of service,rank,educational background,etc.According to the influencing factors,this thesis discusses the solutions to the problem of staff turnover in our hospital,including perfecting the salary management system,doing a good job in career management planning,establishing an effective internal communication mechanism,flexibly adjusting the pressure and strengthening the construction of hospital cultureIt is expected that the research of this thesis can effectively reduce the staff turnover rate of the hospital,effectively help the human resources construction of the hospital,and eliminate the adverse impact of staff turnover on the hospital.There are 16 figures,10 tables and 100 references in this thesis...