Nurse qualification nursing management chapter test center

Human resources, also known as labor resources, are economic resources attached to individuals, which reflect the labor ability possessed by people and have a positive effect on the efficiency and development of organizations. The following are the test sites for the nursing management chapter of the 217 nurse qualification examination compiled by the fresh graduate examination network, hoping to help everyone.

Chapter V Human Resource Management

Overview of Section I

1. resources refer to the wealth used by an organization or society to increase its value, including natural resources and human resources.

2. human resources, also known as labor resources, are economic resources attached to individuals, which reflect the labor ability possessed by people and have a positive effect on the efficiency and development of organizations. It is the sum total of people with intellectual and physical labor ability who can promote social development.

3. Human resource management refers to the effective development, rational allocation, full utilization and scientific management of human resources.

1. Objectives and characteristics of nursing human resource management

(1) Objectives of nursing human resource management: Three matches? :

① Matching between people and jobs ② Scientific matching between people ③ Matching between people's needs and jobs

(II) Characteristics of nursing human resources:

1. Subjective initiative of people 2. Variability of human resources 3. Combination of human resources

4. Consumptiveness of human resources in idle process 5. Mobility of human resources 6. Plasticity of human resources

2. Nursing human resource management system: high-level, middle-level and grass-roots level < P > III. Nursing human resource management functions:

1. nursing human resources plan: The process in which hospital human resource management departments and nursing functional departments evaluate and confirm nursing human resource needs and make plans according to the scope of organizational nursing business.

2. recruitment is the process of attracting a sufficient number of qualified individuals in time and matching them with specific jobs.

3. personnel training: the process of improving and developing nurses' professional attitude, knowledge level, professional ability and working ability through their work guidance, education and professional skills training.

4. Performance evaluation

5. Nursing staff development and brain drain

6. Salary management and labor protection of nursing staff.

Section II Recruitment of Nursing Staff

1. job analysis: 1. Job analysis, the process of comprehensively evaluating the nature of a job and obtaining exact information through observation and research.

2. job description, also known as job description, is a written explanation of the nature, tasks, responsibilities, work contents, handling methods and job-related links of the post.

3. The post qualification refers to the job qualification drawn up according to the job description, which mainly includes education level, work experience, relevant post and ability requirements, work attitude, life experience, health status and others.

2. Seeking candidates who meet the requirements of nursing posts:

nurses recuiting refers to the management process that the hospital adopts scientific and effective methods to find and attract qualified individuals to apply for jobs in the hospital, and the hospital selects candidates to be employed according to the needs and conditions of applicants.

III. Recruitment assessment and interview

IV. Employment physical examination and probation investigation

V. Employment decision and recruitment evaluation

Section III. Hospital nursing staff allocation and management post setting

I. Hospital nursing staff allocation:

(1) Basis:

① Relevant policies and regulations of the health administrative department in China; ② The reform of national health personnel system and the requirements of local health departments; ③ Social demand for nursing service; (4) the scope of medical and health services; ⑤ The nursing workload undertaken by the nursing unit;

⑥ the quantity and quality standard of nursing group quality; ⑦ Organizational support system and resource guarantee and other related factors < P > (2) Methods:

① Macro-prediction of staffing based on economic, legal and administrative policies;

② The qualitative and quantitative index analysis of nursing tasks is used as the basis for the planning of the number of nursing staff;

③ Use the direct and indirect nursing workload with simple operation procedures to comprehensively balance the allocation of onlookers in each nursing unit

(II) Principles of nursing staff allocation:

1. Principles of scientific allocation 2. Principles of cost efficiency

3. Principles of reasonable structure 4. Principles of personal post correspondence

2. Responsibilities and qualifications of nursing management posts:

3. Nursing work mode:

1. case nursing care is a nursing work mode in which a nurse is responsible for all nursing contents of a patient, also known as? Special care? .

2. functional nursing care: it is a nursing work method centered on various nursing activities.

3. holistic nursing care: Nurses should take people's functions as a whole when carrying out nursing activities, and provide comprehensive help and care including physical, psychological, social, spiritual and cultural aspects.

4. clinical pathway is a working mode that starts with controlling medical costs and focuses on medical team cooperation.

IV. Allocation of nursing human resources

(1) The principle of scheduling

1. Follow the principle of 24-hour continuity and reasonably arrange the manpower connection of each shift to meet the demand

2. Master the working rules, which is conducive to the non-interference between medical, nursing and health workers. Principle of improving efficiency

3. Principle of keeping the workload of each class balanced and fair

4. Reasonable structure

5. Principle of working according to post

(2) Scheduling methods of nursing staff: 1. Weekly scheduling method 2. Periodic scheduling method 3. Self-scheduling method

Section IV Performance evaluation of nursing staff

Performance evaluation is a process in which organizations adopt specific methods and tools to evaluate the work effect of organization members

1. The role of performance evaluation of nursing staff

1. The role of personnel decision-making 2. The role of diagnosis 3. The role of motivation 4. The role of education and management 2. Basic principles of nursing staff performance evaluation

1. Evaluation criteria are based on work-measurable 2. Evaluation criteria are open-objective

3. Evaluation standardization principle 4. Evaluation incentive principle

5. Evaluation results are open-continuous 6. Evaluation interview principle

3. Nursing staff performance evaluation tools and evaluation responsibilities

(1) Performance evaluation tools

1. rating scales methods are a method to measure the efficiency of employees' performance according to limited factors.

type: work-related indicators: work quality and quantity

indicators related to personal characteristics: enthusiasm, initiative and cooperation ability

2. ranking method is an evaluation method in which the evaluator ranks all the people in the same department or group in the order of total performance for comparison.

3. paired comparison is an evolution of ranking method, which compares the performance of each member with that of other players.

4. the distribution method is an evaluation method that assigns all the people in a work unit or group to a limited number of types that approximate the normal frequency distribution.

5. the essay method is a method that evaluators use declarative words to evaluate the ability, work attitude, performance status, strengths and weaknesses, training needs and other aspects of organizational personnel.

the emphasis is on describing the outstanding behaviors of the members of the organization, rather than their daily performance.

6. the critical incident method is a method that records the effective behavior or invalid or wrong behavior of the appraisee at work as the evaluation basis.

7. management by objective evaluation attaches importance to members' personal contribution to the organization or department, and it is an effective method to evaluate employees' performance. .

8.36-degree feedback, also known as full-circle evaluation, is a method by which the appraisee's superiors, colleagues, subordinates and/or customers (including internal and external customers) and the appraisee himself comprehensively measure and feedback the appraisee's work performance from multiple angles.

(II) Responsibility for performance evaluation

1. Direct leadership evaluation 2. Peer evaluation

3. Self-evaluation 4. Subordinate evaluation 5. Combination evaluation

4. Performance evaluation procedures

1. Determine performance standards: that is, define specific indicators of performance and the content and weight of each indicator.

2. performance evaluation: that is, the process of formulating an effective and operable evaluation scheme and implementing it.

3. Feedback performance: that is, the process in which departments or managers communicate with the appraisees and apply the performance appraisal results.