The Study On Human Resources Management Current Status And Countermeasures Of Shenyang Municipal Hospitals

【Objective】This study based on the investigation of the Shenyang municipal hospital humanresources management status and combined with the actual situation of the Shenyangmunicipal hospital. We want to learn advanced concepts and practical experience, andpropose targeted countermeasures and suggestions to improve the level of thedevelopment and the quality of the health care work force in Shenyang municipalhospital. At the same time, to enhance the overall level of hospital management fromthe perspective of human resources management.【Methods】In23Shenyang municipal hospitals, I randomly selected10hospitals as theresearch object, a total of300questionnaires were issued in Shenyang municipalhospitals, mainly including recruitment methods, incentive mechanism, talentstructure, training mode, etc.;To extract data from the registration form of the Shenyang Municipal Bureau ofPersonnel in performance appraisal system, to analysis the data of performanceappraisal;Access to human resources management problems by way of interviews, as well asto discuss the countermeasures;Use Epidate3.0to establish a database. Entry data with the double input methodand use SPSS17.0to statistical analysis.【Results and Discussion】In the recruitment methods of Shenyang municipal hospitals,27%of health care workers are from campus recruitment,20%from the Job Fair,19%from onlinerecruitment; doctors, nurses and managers in the choice of incentives have statisticallysignificant difference.(P <0.05, difference);To analysis the main need among doctors, nurses and managers in Shenyangmunicipal hospitals, we foundχ2=38.232, P=0.000, it has significant difference.Doctors need most is the ability training, nurses most need to improve the treatment,and managers most need a reasonable specification system;When get achievements, the order of the staff hope to get rewards: the materialrewards, training opportunities, superior timely verbal or written recognition or honor(example, pacesetter), promotion posts, participate in the management.χ2=12.326,P>0.0.5. Doctors, nurses and managers have no statistically significant difference;Doctors, nurses and managers all have requirements in improving good salary,welfare, development of space and easing the environment, etc.χ2=10.305，P>0.05,there is no statistically significant difference;Doctors have a higher satisfaction in salary, followed by managers, again arenurses;The hospital personnel structure should be further improved to, a hospital, forexample, only4.6%have high titles, primary and below accounted for64.2%;Education background has an impact on knowledge level, t=-2.736, p=0.007;Education background has an impact on professional ability, t=-2.487, p=0.015;Education background also has an impact on performance, t=-3.032, p=0.003;Similarly, different ages have an impact on the level of education and businessability, there is a significant difference; while age have no statistically significant onperformance, t=-0.936, p=0.351.The training times of doctors are more than the numbers of nurses and managers,use analysis of variance, F=5.08, P=0.013. It has statistically significant. Thetraining satisfaction need to be further improved.【Conclusions】 The mainly recruitment methods in Shenyang municipal hospitals are campusrecruitment and job fair;Analysis from the perspective of incentive mechanisms, doctors should focus givenspiritual incentive, nurses should focus on giving material incentive, managers shouldfocus given standard system, thereby enhancing the staff’s work enthusiasm;According the analysis of the personnel structure in Shenyang municipal hospitals,health professional personnel mainly in young people under the age of40; the mainage of nurses is30years old and under; the management in the hospital is present thepolarization phenomenon;The main factors affecting the level of performance appraisal are the level ofeducation, professional ability and working performance. We can improve theperformance evaluation by raising the level of education, professional ability andworking achievement;Further improve the system of personnel training, to improve the satisfaction ofemployees’ training.