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Objective:To establish a graded post management system for specialist nurses in medical institutions, so as to provide a reference for the selection, stratification, employment, and promotion of specialist nurses in China.Methods:Through literature review and brainstorming, the primary screening indicators of the graded post indicator management system for specialist nurses were constructed. Two rounds of Delphi method were used to consult 25 experts to construct the graded post management system for specialist nurses.Results:The effective recovery rates for two rounds of consultation were 100% and 96%, respectively, with expert authority coefficients of 0.86 and 0.89, and Kendall harmony coefficients of 0.31 and 0.54. The final establishment of a specialist nurses graded post management indicator system included 8 first level indicators, 31 second level indicators.Conclusions:The graded post management indicator system for specialist nurse could provide theoretical support for the management of specialist nurse. It was conducive to clarifying the admission standards and hierarchical framework for specialist nurses, standardizing the establishment of positions and responsibilities, and improving the competition and incentive mechanism.
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Objective To establish a post management performance appraisal method for orthopedic nurses, and explore its practical effects. Methods The balanced scorecard performance tool was used in combination with two rounds of expert consultation to establish the appraisal index system. It comprises assessment indexes of four dimensions, dimension weight and index score value. Monthly performance appraisal value was calculated based on the nurses′post coefficient, and the health factor was used to reduce nurses′dissatisfaction in performance appraisal. Four orthopedics departments were selected for a one-year trial, with the results evaluated in the end. Results A comparison made before and after this appraisal found an increase of the nurses′ job satisfaction (9 out of 13 survey items, P <0.05), higher inpatient satisfaction (P<0.05), and higher nursing quality ( number of adverse nursing events Ⅳ, P <0.05). Other indicators include more nurses participate in learning and theoretical researches ( number of papers published, number of lecture hosts and the number of participants in nursing competition ( P <0.05 ). Conclusions The performance appraisal system of orthopedic nurses can improve nursing quality and patient satisfaction, effectively mobilize the initiative and creativity of nurses, and meet the characteristics of nurse post management, proving a success in use.
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The classification of nursing in clinical departments is the basis for deepening high-quality nursing service and implementing nursing post management, which is also the key point to improvethe level of nursing management. The objectivity of grading standard and rationality of the method would directly influence the scientificity and operability of human resources allocation and performance assessment scheme. Because of the diversity of departments in the tertiary hospitals and the requirement for departments classification under the trend of meticulous and scientific management of nursing posts, the present paper reviews quantity of literature on the development process, influencing factors, specific methods and applications effects of tertiary hospitals at home and abroad, to provide reference for the classification of clinical departments for tertiary hospitals, and to lay the foundation for the implementation of post management, the optimization of human resource allocation and the establishment of performance assessment mechanism in tertiary hospitals.
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According to the professional characteristics of the operating room,on the basis of basic principles of hierarchical management and post management of nursing department,taking clinical needs as guiding ideology,combined with the development needs of surgical departments,we developed the operating room nursing staff management model,and set up 23 jobs.We adjusted it accordingly in practice,and constantly optimized nurses' career plan by providing clinical,teaching,research,management and other multi-channel development direction,meanwhile provided better quality care for patients.
ABSTRACT
According to the professional characteristics of the operating room,on the basis of basic principles of hierarchical management and post management of nursing department,taking clinical needs as guiding ideology,combined with the development needs of surgical departments,we developed the operating room nursing staff management model,and set up 23 jobs.We adjusted it accordingly in practice,and constantly optimized nurses' career plan by providing clinical,teaching,research,management and other multi-channel development direction,meanwhile provided better quality care for patients.
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Objective To construct the nurse post management questionnaire which could suit the condition of our country such as Jiangsu province. So as to know the present situation of the cities in Jiangsu province and perfect the nurse job management mechanism by small-scale empirical study,which provides the basis for further advance the quality of nursing service. Methods Firstly,through the nurse position management guidance,to construct the first draft of the questionnaire on the basis of literature review,then carrying on two rounds of 15 expert consultation by Delphi technique. Secondly,to select different nurses,nurse managements from Jiangsu province expediently,who can take part in the small-scale survey. Results Two rounds of the recovery rate was 100%,Crs were 0.887 and 0.903. The basic content of post questionnaire was determined after two rounds of expert consultation. A total of 98 personnel were investigated in the empirical study. In terms of Jiangsu province,the differences and deficiencies of nurse management station were still exist,including settings and responsibilities, performance appraisal system,the training of nurses,job satisfaction,etc. Conclusions The research provides a comprehensive and effective tool to understand the nursing job management related issues. At present there are regional differences in nurse station management,fully reflecting the urgency and importance of further understanding and perfecting our work.
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The paper presented the methods and experiences of managing nursing posts in Beijing Friendship Hospital.As introduced in the paper,such measures as conversion of organizational structure,innovative nursing post setup,new training model,dynamic allocation of nursing manpower,and effective performance incentive mechanism,promoted better nursing quality and stabilized nursing team,achieving sustainable development of quality nursing service.
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Post management should replace capacity management in the reform of the personnel system in the health sector. The authors expound in the first place the connotations and the necessity of post management, and then discuss respectively three key links, viz. change of ideological concepts of people at various levels in the implementation of post management; establishment of necessary setups and mechanisms for post management; and organic combination of responsibilities, powers and interests in post management. Finally the authors put forward the following viewpoints in light of Tongren Hospital's practice in adopting post management: ①setting up a primary personnel system based on double engagements; ②setting up a system of selecting key members for posts based on a mechanism of post reward, such as the classification of chief experts into three classes; ③setting up a managerial mechanism conducive to the rational flow of personnel; ④conducting checks so as to provide basis for distributing appropriate salaries, with the elements of management, expertise and responsibilities taken into consideration in the distribution. The effects are also discussed.