Research On Strategic Human Resource Management For Lgzr Hospital

As knowledge intensive industry, hospitals try to adopt strategy management, also they emphasize and develop human resource, the most core resource, in order to obtain and prompt core competitive persistently. Even more they try to think about human resource management based on strategic management. However, at present most hospitals in our country still follow traditional personnel management stage and part of hospitals come to human resource management stage. Only a few hospitals regard human resource management in strategic development level. Therefore deficiency of practical is the main problem of strategic human resource management of hospital.As one of the experiment public hospitals for new health care reform, LZGR hospital has the typical characteristics of first-class of three-level municipal comprehensive hospital, also stand for the status and development trend of the municipal hospital in the health sector in China.This paper described a first-class of three-level municipal comprehensive hospital as example. Firstly, the paper analyses the current situation of human resource management of LZGR hospital in order to recognize the existing problems. Then based on the logo "training famous doctors, cultivating famous medical, constructing famous hospital" and "not satisfied with the staff there would be no satisfied customers, not satisfied with the customers there would be no satisfied strategic human resource management " in the twelfth five-year development strategy of LZGR hospital, it clarifies the strategic objectives of human resource management. Finally, according to this goal, various measures and countermeasures are made to enhance internal employee satisfaction, improve the medical service level and accumulate more and more human resource management experience. Focusing on cultural service, connotation and denotation of the overall development of the hospital, it commits to be able to establish modern hospital with first-class management, first-class talent and first-class technology and guarantees the implementation of strategic objectives of the twelfth five-year development strategy. The conclusion is that under the guidelines of integrated using of coach technical, ERP plan, learning organization and people-oriented, using "configuration, development, performance " practice activities in human resource management systematically, it helps to "selecting people, educating people, appointing people and keeping people". Overall it ensures the achievement of the strategic objectives of hospital human resource management. It is feasible to provide strong protection for the hospital to complete the twelfth five-year development strategy. Also it has a universal operating significance to hospital.