基于数据库网络的护理岗位分层绩效考核体系的建立与成效分析

Abstract

目的：通过医院的数据库网络信息化管理平台为依托，建立护理人员岗位分层绩效考核系统，提高肿瘤专科医院护理人员工作效率及服务品质。方法：根据Delphi法确定由护士工作量、工作质量、职称、年资、岗位及学历组成的护理人员层级绩效考核系统嵌入医院的HIS系统，实施对护士的层级绩效考核，比较层级绩效考核前后护士离职率、患者对护理工作满意度、护士医生对护理工作满意度、护理质量得分等情况。结果：层级绩效实施后护士离职率低于实施前(p < 0.05)，护理质量检查得分高于实施前(p < 0.05)，实施前后患者对护理工作满意度、护士医生对护理工作满意度均有差异有统计学意义(p < 0.05),实施前后护士护理工作绩效评价自评与他评均有差异有统计学意义(p < 0.05)。结论：基于数据网络化的护理岗位层级护理绩效管理体系，有利于提升肿瘤专科医院护理人员的工作效率及职业价值，提高医院整体管理水平及服务品质，有力促进优质护理服务的深化。 Objective: Based on the hospital database network information management platform, we establish the nursing staff post hierarchical performance evaluation system and improve the quality of service of the hospital nursing staff. Methods: According to the Delphi method which determines the workload of nurses, quality of work, title, seniority, position and degree of nursing staff level of performance appraisal system get into the hospital HIS system to appraise the implementation of performance level of nurses, level of performance assessment and nursing turnover rate, the patient to nurses the work degree of satisfaction, doctors and nurses to nurses the work degree of satisfaction and nursing quality score, etc. Results: The after implementation of the level of per-formance of nurse turnover rate is lower than before (p < 0.05); the nursing quality examination score is higher than before (p < 0.05); the implementation of the patients before and after nursing job satisfaction, doctors and nurses to nursing job satisfaction were different with statistical signi-ficance (p < 0.05); the implementation of before and after the nurses’ work performance evaluation of self rating and other rated the differences were statistically significant (p < 0.05). Conclusion: Based data networking nursing post level nursing performance management system can enhance the tumor hospital nursing staff’s work efficiency and occupation value, improve the hospital management level and service quality, and have a strong impetus to the deepening of the quality of nursing service.