动态管理在多护理单元人力资源中的应用效果.docVIP

动态管理在多护理单元人力资源中的应用效果 　　[摘要] 目的 探讨动态管理在多护理单元人力资源中的应用效果。 方法 2013年1～12月采用传统人员调配方法进行病房护理管理的科室设为对照组，2014年1～12月采用动态管理方法进行病房护理管理的科室设为观察组。回顾性分析护理记录、分级护理、健康宣教、病房管理及病人满意度等护理质量，比较两组人力资源的应用效果。 结果 实施人力资源动态管理后，护理记录评分提高到（97.87±2.23）分，分级护理评分提高到（97.81±3.42）分，健康宣教评分提高到（97.02±2.33）分，病房管理评分提高到（99.36±2.97）分，患者满意度提高到（97.12±3.88）分，除健康宣教外，两组间比较，差异有统计学意义（P中国论文网 /6/view-7221390.htm 　　[关键词] 多护理单元；人力资源；动态管理 　　[中图分类号] R248.4 [文献标识码] A [文章编号] 1674-4721（2016）01（c）-0128-03 　　[Abstract] Objective To explore the dynamic management of more nursing unit nursing human resources to make full use of human resources，enhance nursing quality and patients′ satisfaction. Methods From January 2013 to December，departments that used traditional personnel allocation method to manage ward nursing were selected as control group；from January 2014 to December，departments that used dynamic management method to manage ward nursing were selected as observation group.Nursing quality liked nursing record，classification nursing，healthy education，ward management and patient satisfaction were analyzed retrospectively，and the application effects of human resources in two groups were compared. Results It maked full use of human resources after conducting human resources dynamic management.The nursing record score was increased to （97.87±2.23） points，classification nursing score was increased to （97.81±3.42） points，healthy education score increased to （97.02±2.33） points，ward management score was increased to （99.36±2.97） points and patient satisfaction was increased to（97.12±3.88） points.Apart from healthy education，all of the others had statistical significance（P 　　1.2.1 护士长认识的统一 科护士长将护理人力资源动态管理及绩效分配的思路、大儿科储备机动护士、护士多科轮转的必要性和重要性、护士职业发展的需求等向护士长明确。 　　1.2.2 培训与考核管理 护士长按月工作安排及护士分层级管理的要求对本护理单元护士进行培训并考核，科护士长定期组织护士长对工作1年内的大儿科新护士集中授课培训，培训后由所在科室护士长考核，并需经科护士长考核合格后，方可由所在护理单元的护士长申请单独值班及绩效。 　　1.2.3 援助调配管理 科护士长在日晨会交班前到各护理单元查看病人总数及危重病人数，根据各护理单元护士长提出的援助需求，从人力资源相对较充足的科室提出调配，援助0～1 d或高峰时段1～2 h或1周～数周，科室遇节假日或夜间突发有潜在纠纷或遇危重病人需特别护理或抢救病人多，护士长在本护理