基于职业发展理论的河北省人民医院员工培训研究
摘 要
员工培训作为一种提高医院员工素质水平，提升医院整体竞争力的有效途径
受到越来越多医疗机构的高度重视。员工职业能力和职业化水平的高低已经成为
保障医院向前发展的核心因素之一。实现医院管理和生产的高效运行，培养和引
进高素质人才成为医院人力资源管理的既定目标。

本文以河北省人民医院长远发展即愿景目标的实现为着眼点，通过对河北省
人民医院的培训个案分析，查找当前医院员工培训工作中的不足之处，从医院员
工职业发展角度，采取了文献欧亿·体育（中国）有限公司法、调查问卷法及实证研究法等研究方法，分
别对医院的医生、护士、医技及管理人员等分别进行了职业发展需求调查，并对
相关数据进行采集、统计、分析。研究结果表明：93.2%的医生对自己职业发展
和职业生涯规划非常重视；75.3%的医生对目前工作和职业生涯的总体满意度偏
低；94.6%的医生表示对目前的工作状态不满意；85.9%的医生认为自己的待遇和
收入不相匹配。医院护士的总体工作满意度处于较低的状况，满意度最低的为收
人，其次是人身安全保障、职业地位等，对个人职业发展充满期待。95.1%的医
技人员对自己职业发展和职业生涯规划非常重视；76.5%的医技人员对目前工作
和职业生涯的总体满意度偏低。对管理人员的职业发展需求调查结果显示：医院
对行政管理人员的职业生涯规划指导作用不够；行政管理人员的职业生涯规划意
识淡薄等。对医院其他工勤服务人员调查则发现，97%的人员对自己职业发展和
职业生涯规划概念模糊；95.6%的人员对目前工作和职业生涯的总体满意度偏低。

医院员工对职业发展需求的高渴求度，彰显出职业发展基础上的员工培训工作明
显不足，一定程度上影响了医院的人才兴院战略，阻碍了医院的长远发展。

为此，本文以职业发展理论为基点，探讨了新型的医院员工培训体系构建。

并提出运用 PDCA 品质管理方法进行培训工作管理，同时协同组织、制度、政策、
经费及时间的保障支持。希望通过构建该培训体系，进一步夯实医院员工培训的
科学化管理，实现河北省人民医院未来愿景目标，为医疗系统培训管理实践提供
借鉴。

关键词: 职业发展 河北省 人民医院 员工培训THE STAFF TRAINING RESEARCH OF
HEBEI GENERAL HOSPITAL BASED ON
PROFESSIONAL DEVELOPMENT THEORY
ABSTRACT
More and more medical institutions are highly valued the staff training , which
is as an effective way to improve the quality of hospital staff levels and the overall
competitiveness of the hospital. Staff professional competence and professional level
of security has become one of the core elements of the hospital development. To
achieve efficient operation of hospital management and production, training and the
introduction of high-quality talent has become the established goals of hospital human
resource management.
Based on the goals of long-term development of Hebei General Hospital, through
the case study on training of the hospital, to find the deficiencies in current hospital
staff training work.From the perspective of hospital staff professional development, to
investigate the career development demand of the doctors, nurses, and administrative
personnels respectively, by taking the literature data method, questionnaire method and
empirical study method and other research methods.And then the related data
collection, statistics and analysis has been finished. It indicates that 93.2% of the
doctors take their career development and career planning seriously; 75.3% of the
doctors’ current work and career overall satisfaction is low; 94.6% of doctors are not
satisfied with current working status; 85.9% of doctors think that his treatment and
income does not match with the work. Hospital nurses' overall job satisfaction is in
low status. The lowest satisfaction rate is pointed to the income, the second is the
personal security, occupational status, etc.. They have strong expectation for personal
career development. 95.1% of the technicians take their career development and career
planning seriously; 76.5% of the technicians on current job have low career
satisfaction. The main reason of the career dissatisfaction for the technician to is due to
the salary. From the survey of management staff career development, we can see that
hospital guidance for administrative personnels’ career planning is not