Hospital functional department personnel post competency evaluation method

Abstract

The invention provides a hospital functional department personnel post competency evaluation method in the technical field of medical industry personnel post matching. The method comprises the following steps of S10, setting a post competency evaluation index system of hospital functional department personnel; wherein the post competence evaluation index system comprises a target layer, a criterion layer and an index layer; S20, respectively calculating weights of the target layer, the criterion layer and the index layer by utilizing an analytic hierarchy process; S30, evaluating the post competency of the personnel in the hospital functional department based on the weight by utilizing an approximate ideal solution sorting method, and generating an evaluation result; and S40, outputting acompetence judgment level and a personnel adjustment form according to the evaluation result. The system has the advantages that the matching degree between hospital functional department personnel and posts is greatly improved, and then the working experience and the working quality of the functional department personnel are improved.

Description

technical field [0001] The invention relates to the technical field of job matching for personnel in the medical industry, in particular to a method for evaluating the job competency of personnel in functional departments of a hospital. Background technique [0002] At present, the functional departments of hospitals mostly use seniority, professional title level, education level, etc. to evaluate the competence of employees, seldom combine the actual job responsibilities and job requirements, and ignore the deep-seated factors such as the internal quality and value cognition of employees, which is not scientific. Considering the competencies of personnel positions, it is easy to create a situation of "high-capacity low allocation, low energy high allocation, inability to allocate, and ability to idle", resulting in mismatching personnel and inadaptation of personnel, which not only consumes the enthusiasm of employees, but also affects the performance of functional departmen...

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Problems solved by technology

[0002] At present, the functional departments of hospitals mostly use seniority, professional title level, education level, etc. to evaluate the competence of employees, seldom combine the actual job responsibilities and job requirements, and ignore the deep-seated factors such as the internal quality and value cognition of employees, which is not scientific. Considering the competencies of personnel positions, it is easy to create a situation of "high-capacity low allocation, low energy high allocation, inability to allocate, and ability to idle", resulting in mismatching personnel and inadaptation of personnel, which not only consumes the enthusiasm of employees, but also affects the performance of functional departments. management effectiveness

[0003] When evaluating whether the personnel in a functional department are qualified for a new position based on seniority, professional title level, and education level, it is relatively subjective and one-sided. Different positions have new qualifications and quality requirements, seniority, professional title level, The degree of education can only indicate the employee's work accumulation in the organization to a certain extent, and it is only the superficial related conditions for the employee to be qualified for the position. The internal deep-level matching factors such as the employee's personal characteristics and work attitude have not been well measured and compared. Evaluation is not conducive to the long-term fit and development of personnel positions

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