岗位设置和绩效管理相结合在消毒供应中心的应用

发布时间：2018-11-06 11:50

【摘要】：目的探讨岗位设置与绩效管理相结合在消毒供应中心应用的效果。方法于2015年1月1日开始实行,为期1年,2015年12月31日结束。将消毒供应中心的56人分为4个层次、3个级别制定岗位职责,进行理论和技能培训,并对培训结果进行对比分析;另一方面,制订量化的绩效考核标准,建立绩效考核与个人奖惩相结合的绩效考核方法,加强绩效反馈,对56名工作人员干预前后工作质量与自评情况、理论和实操考核情况、各临床科室满意率进行比较。结果在干预前和干预12个月后进行数据统计发现,岗位设置与绩效管理在实施干预后与实施干预前相比,在中心工作质量与效率、员工专业素质及临床科室满意率等方面均有显著提高,差异有统计学意义(P0.05)。其中干预后消毒供应中心员工高质高效率由14.29%上升至80.36%,效果显著。干预后不同层级的中心工作人员理论考核与操作技能考核优秀率上升20%~50%不等。干预后各临床科室满意度由干预前的65%左右提高至80%及其以上。结论岗位设置与绩效管理有助于消毒中心工作人员提高工作热情,持续改善提高工作绩效,提升工作人员专业素质和各临床科室的满意率。
[Abstract]:Objective to explore the effect of the combination of post setting and performance management in disinfection supply center. Methods the method was implemented on January 1, 2015 for one year and ended on December 31, 2015. 56 people in the disinfection supply center were divided into 4 levels, 3 levels of job responsibilities, theory and skills training, and training results were compared and analyzed. On the other hand, we should establish a quantitative performance appraisal standard, establish a performance appraisal method combining performance appraisal with individual rewards and punishments, strengthen performance feedback, and evaluate the work quality and self-evaluation of 56 staff members before and after the intervention. The satisfaction rate of each clinical department was compared. Results the data before and after 12 months of intervention showed that the quality and efficiency of job creation and performance management in the center were higher than those before the intervention. The professional quality of staff and the satisfaction rate of clinical departments were significantly improved, the difference was statistically significant (P0.05). After intervention, the high quality and high efficiency of disinfection and supply center staff increased from 14.29% to 80.36%, and the effect was remarkable. After intervention, the rate of excellence of central staff at different levels increased by 20% or 50%. After intervention, the satisfaction degree of each clinical department increased from about 65% to 80% or more. Conclusion Post setting and performance management can help the staff of disinfection center to improve their work enthusiasm, improve their work performance, improve their professional quality and the satisfaction rate of each clinical department.
【作者单位】：东北林业大学校医院;哈尔滨医科大学附属第二医院;哈尔滨医科大学附属第一医院;
【基金】：黑龙江省护理学会2016威高天使护理基金资助项目
【分类号】：R197.32

【相似文献】