医生视角下新疆某教学型医院青年人才流失问题与对策研究(1)
[摘要] 目的 明确教学型医院青年人才流失原因，提出稳定人才队伍的建议。 方法 收集2013年1月～2017年12月两所教学型医院流失人员信息库的相关资料，通过对人才流失情况的数量、学历结构、职称结构、年龄结构指标进行了统计描述与分析。 结果 两所医院近5年青年人才流失人数共320人，其中，硕士学历为256人，博士学历为64人;主治医师200人，副主任医师83人，主任医师37人;40～45岁133人，35～40岁120人，35岁以下67人。结论 社会因素、医院因素以及个人因素等是教学型医院青年人才流失主要原因，可以通过公平合理的薪酬制度、人才培养和适当为青年人才减负等方式来改善。
[关键词] 医生视角;教学型医院;青年人才流失;对策
[中图分类号] R197.3 [文献标识码] C [文章编号] 1673-9701(2019)21-0005-04
Research on the problems and countermeasures of young talents loss in a teaching hospital in Xinjiang from the perspective of doctors
ZHANG Jianqing1 MA Lijuan1 TANG Xushan2 PENG Qiaojun1
1.Department of Outpatient Clinic， the First Affiliated Hospital of Xinjiang Medical University， Urumqi 830054， China;2.Department of Gastroenterology， Xinjiang Medical University Affiliated Cancer Hospital， Urumqi 830011， China
[Abstract] Objective To clarify the reasons for the loss of young talents in teaching hospitals and put forward suggestions for stabilizing the talent team. Methods Relevant data were collected from the information base of talent loss in the two teaching hospitals from January 2013 to December 2017. Statistical description and analysis were carried out through indicators such as the number of lost talents， academic structure， title structure， and age structure. Results The number of lost young talents in the two hospitals in the past five years was 320 cases. Among them， the master's degree was in 256 cases， and the doctoral degree was in 64 cases; there were 200 attending physicians， 83 deputy chief physicians and 37 chief physicians; 40-45 years old was in 133 people， 35-40 years old was in 120 people， and less than 35 years old was in 67 people. Conclusion Social factors， hospital factors and personal factors are the main reasons for the loss of young talents in teaching hospitals. It can be improved through a fair and reasonable salary system， talent training and appropriate reduction of the burden on young talents.
[Key words] Perspective of doctors; Teaching hospitals; Loss of young talents; Countermeasures
教学型医院可持续发展的关键条件是具备青年人才的储备力量，这一力量作为其可持续性发展的基本条件，是医疗技术创新、医学后继人才培养的贮备军。教学型医院相对于其他性质的医院承担更多的社会职责和攻克医学难题的重任。由于各种因素的影响，教学医院也存在着严重的人才流失问题，青年医师尤其是技术、业务骨干的流失，导致许多项目不能开展，服务能力明显减弱，在员工中造成多米诺骨牌效应，人心涣散，人心思走，影响了医院在患者心中的形象，导致医院核心竞争能力下降，给医院造成的损失不可估量。
按照联合国世界卫生组织(WHO)中规定，<44岁人员被列为青年，促进青年人才成长、发展，是当前医院可持续发展的基础[1]。我院青年人才主要是指≤45周歲，并具有硕士及以上学位或者具有主治医师及以上专业技术职称人员。教学型医院必须重视人才流失的现象，明确青年人才流失的原因，采取有效措施留住人才，吸引人才，增强医院核心竞争力，才能在竞争中处于有利位置。本文主要通过对两所教学型医院青年人才流失情况进行描述，进一步分析人才流失原因并基于医师角度提出留住人才的一些建议。, http://www.100md.com(张建清 马丽娟 汤旭山 彭巧君)
[关键词] 医生视角;教学型医院;青年人才流失;对策
[中图分类号] R197.3 [文献标识码] C [文章编号] 1673-9701(2019)21-0005-04
Research on the problems and countermeasures of young talents loss in a teaching hospital in Xinjiang from the perspective of doctors
ZHANG Jianqing1 MA Lijuan1 TANG Xushan2 PENG Qiaojun1
1.Department of Outpatient Clinic， the First Affiliated Hospital of Xinjiang Medical University， Urumqi 830054， China;2.Department of Gastroenterology， Xinjiang Medical University Affiliated Cancer Hospital， Urumqi 830011， China
[Abstract] Objective To clarify the reasons for the loss of young talents in teaching hospitals and put forward suggestions for stabilizing the talent team. Methods Relevant data were collected from the information base of talent loss in the two teaching hospitals from January 2013 to December 2017. Statistical description and analysis were carried out through indicators such as the number of lost talents， academic structure， title structure， and age structure. Results The number of lost young talents in the two hospitals in the past five years was 320 cases. Among them， the master's degree was in 256 cases， and the doctoral degree was in 64 cases; there were 200 attending physicians， 83 deputy chief physicians and 37 chief physicians; 40-45 years old was in 133 people， 35-40 years old was in 120 people， and less than 35 years old was in 67 people. Conclusion Social factors， hospital factors and personal factors are the main reasons for the loss of young talents in teaching hospitals. It can be improved through a fair and reasonable salary system， talent training and appropriate reduction of the burden on young talents.
[Key words] Perspective of doctors; Teaching hospitals; Loss of young talents; Countermeasures
教学型医院可持续发展的关键条件是具备青年人才的储备力量，这一力量作为其可持续性发展的基本条件，是医疗技术创新、医学后继人才培养的贮备军。教学型医院相对于其他性质的医院承担更多的社会职责和攻克医学难题的重任。由于各种因素的影响，教学医院也存在着严重的人才流失问题，青年医师尤其是技术、业务骨干的流失，导致许多项目不能开展，服务能力明显减弱，在员工中造成多米诺骨牌效应，人心涣散，人心思走，影响了医院在患者心中的形象，导致医院核心竞争能力下降，给医院造成的损失不可估量。
按照联合国世界卫生组织(WHO)中规定，<44岁人员被列为青年，促进青年人才成长、发展，是当前医院可持续发展的基础[1]。我院青年人才主要是指≤45周歲，并具有硕士及以上学位或者具有主治医师及以上专业技术职称人员。教学型医院必须重视人才流失的现象，明确青年人才流失的原因，采取有效措施留住人才，吸引人才，增强医院核心竞争力，才能在竞争中处于有利位置。本文主要通过对两所教学型医院青年人才流失情况进行描述，进一步分析人才流失原因并基于医师角度提出留住人才的一些建议。, http://www.100md.com(张建清 马丽娟 汤旭山 彭巧君)