CAJ | 학술논문

目的：为医院管理者对聘用人员管理并有效留住人才提供依据和建议。方法通过采用问卷调查和统计分析的方法进行讨论。结果离职人员从专业看，护理比例最高（47．92％）；从学历看，本科比例最高（42．36％）、大专为（36．11％）；从在院工作时间看，1～3年最多（38．19％）；从职称看，初级技术职务最多（79．17％）；离职原因主要为家庭原因（33．33％）、寻求外部职业机会（31．25％）。结论医院聘用初级技术人员，特别是护士离职较严重，要求医院管理者加大对聘用人员的人文关怀和职业规划引导，确保人才队伍的可持续发展。
목적：위의원관리자대빙용인원관리병유효류주인재제공의거화건의。방법통과채용문권조사화통계분석적방법진행토론。결과리직인원종전업간，호리비례최고（47．92％）；종학력간，본과비례최고（42．36％）、대전위（36．11％）；종재원공작시간간，1～3년최다（38．19％）；종직칭간，초급기술직무최다（79．17％）；리직원인주요위가정원인（33．33％）、심구외부직업궤회（31．25％）。결론의원빙용초급기술인원，특별시호사리직교엄중，요구의원관리자가대대빙용인원적인문관부화직업규화인도，학보인재대오적가지속발전。
Objective To provide suggestions for effective human resources management of hospital .Methods Question-naire and statistic analysis was used during the discussion .Results From the point of the position , the turn over rate of nursing was highest (47.92%).From the perspective of education background , undergraduate degree took up 42.36% while college degree took up 36.11%.And the turnover rate of employees whose work time lasts for 1 to 3 years was highest (38.19%).Primary title took up to 79.17%;The main reasons for employee turnover were family issues (33.33%) and outside job opportunities (31.25%).Conclu-sion The main turnover group is the primary title employee , especially the nursing .This requires more humanistic care and better ca-reer planning on the current employees to ensure the stability of our talents .