運用精益管理改進醫院聘用人員試用期考核機制的探討

□ 潘喜喜 PAN Xi-xi 張瑩瑩 ZHANG Ying-ying 戴杰 DAI Jie 張晶晶 ZHANG Jing-jing 連燕飛 LIAN Yan-fei

Objective To improve the probationary employee evaluation mechanism using lean management, aiming at standardizing the evaluation system and establishing real “two-way choice”. Methods A total of 1256 new employees of the hospital during 2013-2017 were selected as research subjects.Since 2015, the lean management method was introduced into the probationary evaluation. A complete probationary evaluation system was established through setting up standardized trial period assessment process, improving performance evaluation system, clarifying responsibilities of evaluation,informatizing evaluation method, applying and tracing of evaluation results, retrospective testing, and adjusting and strengthening probationary evaluation system, etc. The proportion of basically qualified and unqualified people in all the people under evaluation, and the proportion of basically qualified and unqualified people in all the people of dimission before and after the evaluation system improvement was compared. Results Since the adoption of probationary evaluation in the group in 2015, the proportion of basically qualified and unqualified people in all the people under evaluation was 11.69%,which was significantly higher than 2.94% before the adoption (p＜0.01). The proportion of basically qualified and unqualified people in all the people of demission was 51.11% after the adoption, which was significantly higher than 7.41% before the adoption. Conclusion Using lean management to explore scientific probationary evaluation system for medical staff can prevent probationary evaluation being mere formality, enable the people ineligible for the requirements of hospital to leave and choose new positions during probation, and provide reference for “two-way choice”.

試用期是指在勞動（聘用）合同期限內，用人單位對勞動者是否符合崗位要求進行考核，同時勞動者對用人單位是否符合自己的要求進行了解的期限，這是一種雙向選擇的過程。建立試用期考核機制的目的主要在于在既定范圍內甄選吸收相對優秀的員工。目前，醫院對新員工實行試用期考核已非常普遍，最終的去留結果也是雙向選擇，但在實際操作中“雙向選擇”逐漸演變為以“單選”為主，一般都是職工因各種個人原因主動要求解除合同，而醫院主動在試用期內解約的很少，使得試用期考核流于形式[1]。因此，我們醫療集團從2015年起將精益管理的方法引入試用期考核，以期讓考核機制規范化、標準化，既可以為員工是否可以轉正提供決策依據，也可以成為不合格員工無法繼續工作的依據，還能積極引導新員工根據試用期的真實融入體驗進行職業規劃，建立真正的“雙向選擇”，經過近3年的實施，效果顯著。

資料與方法

1.一般資料。以2013年至2017年我醫療集團下屬5個院區1256位新員工為研究對象，崗位包括臨床、護理、醫技診斷、醫技技術、行政后勤等，所有人均參加試用期考核。

2.方法

2.1 醫院原試用期考核存在的問題及分析

2.1.1 對試用期缺乏正確認識，重視程度不夠。過分相信前期的招聘程序，過分自信最后錄用的一定是相對優秀的人才，容易忽視短暫與長期輸出信息的不對稱性。勝任力理論認為，人才的隱性特質普遍存在并且難以短時間內察覺[2]。……