Research On Competency Model Construction Of Hospital Administrative Staff

Part one Investigation of Human Resources Status of Hospital Administrative StaffObjective:Through the investigation of the current situation,the status of the human resources of the administrative departments of the hospital and the administrative staff,as well as the current status of the competence and quality of the administrative staff of the hospital and the professional attitudes are understood,which provides a realistic basis for the follow-up evaluation of the post competency of the hospital administrators.Methods:Through literature reviews,expert group discussions,interviews with hospital administrators,we designed the "Hospital Administration Department Manpower Status Survey Form" and the "Hospital Administration Staff Status Survey",using multi-stage random sampling methods.The administrative departments and administrative staff of the second and third grade public hospitals in Hebei Province were selected to issue survey questionnaires for the study subjects to understand the staff assignment,use,and employment status of the hospital administrative departments,and to provide a realistic basis for the construction of models.Results:Through the current situation investigation,it is understood that the department directors and administrative staff believe that the hospital administrative staff should have the ability and quality and lack the ability and quality to concentrate on communication skills,responsibility,learning ability,scientific research ability,influence and initiative.Conclusion:At present,the hospital administrative staff lacks certain abilities and qualities,and it is necessary to establish the competency model of hospital administrative staff and corresponding evaluation criteria according to their current status,and provide scientific reference basis for hospital administrative staff recruitment,administrative staff lack of ability training,and outstanding administrative staff promotion and selection.Part two Preliminary Construction of Post Competency Model of Hospital Administrative StaffObjective:The behavioral event interview method was used to construct the competency model of the hospital administrative staff,and the discriminating competency items that can identify the excellent performance group and the normal performance group were extracted,which provided the theoretical basis for evaluating and identifying the hospital administrative staff.Methods:Combining the results of current surveys and literature searches,expert panel discussions,and administrative staff job responsibilities,a dictionary of hospital administrative staff competencies was constructed;this study conducted behavioral interviews with 20 administrative staff(12 in the excellent performance team with 8 in the normal performance teams).Combining a grounded theory operating procedure and a hospital administrative staff competency dictionary as the codebook,the transcripts of the interviews are coded and the competency items are extracted;the extracted items are categorized according to different dimensions to form first and second level indicators.Each level 1 indicator contains a number of second level indicators.Initially formed the framework of the hospital administrative staff competency model;The items with statistically significant differences between the excellent performance group and the normal performance group were defined as the hospital administrative staff's discriminatory competence.Results:1.A total of 5 first-level indicators and 26 second-level indicators were extracted from the coded interview texts,and every second-level indicators are divided into four levels.2.There is a statistical difference in competency between the 13 performance groups and the performance group that is defined as the competency of the hospital administrative staff.Conclusion:The transcripts of the interviews are coded and the competency items are extracted;the extracted items are categorized according to different dimensions to form first and second level indicators.Each level 1 indicator contains a number of second level indicators.Initially formed the framework of the hospital administrative staff competency model.Part three The Argumentation of the Competency Model of Hospital Administrative StaffObjective:The Delphi method was used to conduct expert consultations,expert demonstrations were made on the previous framework,and experts were asked for comments and suggestions on the indicator system,and indicators were added,deleted,and changed.At the same time,the indicator weights are assigned.Finally,a linear evaluation model for the post competency of the hospital administrative staff was established to quantify the evaluation results of the indicators at all levels.Methods:The Delphi method was used to conduct expert consultations with 30 experts,and the Likert 5 scale was used to evaluate the importance of all levels of indicators to model various levels of indicators.And according to the expert opinion,the model indicators are revised,and the indicators weights are determined by the superior sequence diagram method.Results:1.According to the result of the expert's letter inquiry,a second-level indicator "decision making ability" was deleted,and a second-level indicator"organizational commitment sensation" was revised.2.In the study,the weights of the indicators at all levels and the linear evaluation model of hospital administrative staff competency were determined:Y=0.132X1+0.321X2+0.217X3+0.151X4+0.179X5;X1=0.120X11+0.109X12+0.106X13+0.115X14+0.109X15+0.112X16+0.118X17+0.097X18+0.110X19;X2=0.203X21+0.203X22+0.196X23+0.198X24+0.196X25;X3=0.256X3 1+0.256X32+0.244X33+0.244X34;X4=0.242X41+0.248X42+0.248X43+0.261X44;X5=0.259X5 1+0.245X52+0.245X53+0.251X54;Y represents the comprehensive evaluation score;X1,X2,X3,X4,X5 represent the evaluation scores of the five secondary indicators respectively..Conclusion:1.Through the literature review,expert group discussion,behavioral event interview,Delphi and other methods,this study finally constructed a hospital administrative staff competency model with five first-level indicators and 25 second-level indicators,and a linear evaluation model.2.The application of the hospital administrative staff competency model combined with the existing measurement methods of relevant competency can be used for the recruitment of hospital administrative staff to examine the degree of fit of candidates with the competency requirements of the position.According to the linear evaluation results,the most suitable candidates are selected.3.The hospital administrative staff competency model can also be applied to the needs analysis of hospital administrative staff training,the administrative staff conducts self-evaluation based on the competency items in the model,and draws on the ability qualities that need to be improved.The administrative staff of the hospital can be targeted to train.