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论文编号：	5063
作者编号：	2220101018
上传时间：	2013/5/22 19:31:10
中文题目：	A医院人力资源信息化管理体系构建研究
英文题目：	Research on Informatization Construction of Hospital A Human Resource Management
指导老师：	吴国存
中文关键字：	医院，人力资源，信息化，管理
英文关键字：	hospital, human resource, information-based, management
中文摘要：	摘 要 21世纪，人类社会是以人力资源为主体的知识经济时代，未来的竞争力取决于掌握智力资本和创新能力的人才资源。随着医疗市场和科学技术竞争的加剧，人才的竞争也愈演愈烈。医院作为知识密集型的服务群体，人才是提高医疗安全、效益和效率的关键，是医院可持续发展的必然保证。如何对医疗机构的人力资源实现科学、准确、全面、有效的管理，使人尽其才，物尽其力，从而提高医疗质量、效率和效益，是我国各类医疗机构急需破解的难题。据不完全估计，全球发达国家超过50%的大中型医院都建立了人力资源信息化管理体系，但我国医疗机构目前采用人力资源管理方式存在明显缺陷：如多头共管，存在信息孤岛，不及时更新信息等等，已不适合医院决策发展的需要。 A医院是国内特大型综合医院，由繁杂的组织结构和岗位类别构成，传统的单机核算板式的人力资源管理模式导致“人数不清、岗摸不准”，直接影响医院决策的精准度，也是制约医院开展岗位绩效管理的瓶颈。通过构建人力资源信息化管理体系，实现对组织结构、岗位编制和人员流动信息化管理，对培训教育和能力素质档案化管理，重新规划设计人力资源分配比例，通过信息化手段自动生成人力资源管理数据，提高人力资源信息化管理水平。通过对医院人才招聘、绩效考核过程中人力资源信息化管理数据的集成，及时整理分析大量的人力资源管理数据，为医院战略决策的生成、组织目标的实现提供强有力的支持，联通信息“孤岛” ，提升医院决策效能和运营效率，提升人力资本价值，规避人才引进和使用风险，最终形成能上能下、能进能出的人力资源管理机制，为研究型医院提供充足、有效和可持续发展的人力资本和智力资本，加速促进A医院人力资源结构的优化，更好地吸引社会上的优秀人力资源，提升医院综合竞争力。本研究体系依托信息化技术，构建了组织结构、岗位设置、信息查询和绩效管理四个模块，依据信息化字典编码规范将所有档案管理部门的资料数据统一归集形成人力资源信息数据库；在各档案管理部门和业务主管部门设立信息管理员岗位，依据能级授权对管理模块实现任务确认、资料录入、操作审核、数据集成等规范化操作；通过培训、制订管理流程、建立管理制度、规范操作细则等手段，维护体系的高效运转，达到人员信息数据变动及时，全过程可控、可视，全要素，数据准确权威等体系设计标准，确保医院在“转方式、调结构、拓内涵”的过程中，在继承的基础上变革，在稳定的基础上创新，获得持续竞争优势。本研究设计开发了针对A医院人力资源管理要素的信息化管理软件，编制了操作规程，达到了医院运营管理的阶段目标：实现了对撤销、过期以及不规范组织与岗位的数据清理，使不同统计纬度的人事基础数据归类统一；完成了对各档案管理部门数据库的人员信息数据盘查，打通“信息孤岛”使数据共享；实现人员流动信息等管理流程的闭环校验；落实岗位绩效的精细化管理，达到减员增效。关键词 医院，人力资源，信息化，管理
英文摘要：	Abstract The 21st century is an era of knowledge economy built upon humans themselves, and the future competitiveness relies on human resource that holds intellectual capital and innovative capability. The ever more intensive competition in medical market and the science and technology involved are always accompanied by that of elites. As a knowledge-intensive service group, human resource that a hospital possesses is the core for improving medical safety and benefits. Therefore, a scientific, accurate and thorough human resources (HR) management is of critical importance to a hospital’s sustainable development. According to incomplete estimates, more than 50% of the large and medium-sized hospitals in developed countries have established the human resources information management system, but in China there are obvious defects in the hospitals in using human resource management: such as the bull management, islands of information, the information not updating and so on, and is not suitable for the development of hospital decision. A hospital is the large comprehensive hospital, composed of complex organizational structure and job categories. Human resource management mode of the traditional stand-alone accounting plate led to "the number of people and the post in the hospital are not clear, gang touch no,which directly affect the hospital decision accuracy and is also the bottleneck of hospital performance management. Under such circumstances, the present research is intended to develop an information-based hospital HR management system for a certain large-scale general hospital (Hospital A) in China. In the thesis, the design ideas, methods and operational protocols of the HR management platform were elaborated, and its feasibility was testified in operation at Hospital A. Specifically, based on digital technology, four modules were established in software, covering aspects like organizational management, job setting management, personnel information management and performance management. Moreover, the position of information manager was created in each administrative level and professional training and evaluation were provided for regular and efficient system operation. According to the hospital HR management system, digital HR data were supposed to be automatically generated and thus HR planning could be timely designed, adjusted and operated. In the practice, specific personnel information of Hospital A was recorded into the system and received professional maintenance and updating. The whole process proves to be controllable and visible, and all data are thorough and accurate, thus ensures high-level decision-making and operation for Hospital A. Key Words: hospital, human resource, information-based, management
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