Forewarning Management Of Brain Drain Of Employee In Military Hospital

BackgroundsEmployee in Military hospital refers to who a military hospital personnel graduated from medical schools from the non-allocation of national unity, employed by the military hospital as the medical professional and technical personnel to work on medical positions. The early1980s, There is only a small number of military hospitals to use the medical staff, mainly in nursing positions. After the reform and opening up, with the serious imbalance distribution of medical resources, competition is increasingly fierce in the medical market, the atmosphere of military downsizing and reorganization, in order to safeguard the sustainability of development of the military hospital better, it is growing on the society’s human resources demand by military hospital. A large number of contract staff recruited from the local medical school, involving medical, nursing, pharmacy, examination, radiology, medical engineering, IT and other various. Professional staff employed has become an important and indispensable force to ensure the smooth progress of the military hospitals of medical in a military hospital organization. However, it has caused some personnel management issues by the factors of employee and the special atmosphere of the military hospital. The main problems of employee in military hospitals is brain drain, especially high rate of nurses in the military hospital, the loss rate of17%, and show an increasing trend. Most of the staff employed just go out of college, due to the lack of clinical experience, they tend to do the medical care as exercise and free training opportunities, will choose to quit once they accumulated work experience.At present, foreign research focuses on the loss of personnel in the loss model and the loss of the path. The reach about brain drain of employee can be divided into two directions:First, starting from the reason and analysis to identify the root cause of the brain drain of employee, so that more targeted action; Second, starting from the strategy by an effective incentive system to retain employees, such as a raise, emotional to people, to create a psychological contract. These studies have been more mature, and also achieved some success, but still can not solve the suddenness and unpredictability of the loss of corporate officers. The theory of forewarning is a good solution to this problem.Forewarning, the term evolved from the military term, it refers to early access to information through various means such as analysis and judgment to predict the enemy’s dynamic, given the dynamic classification rating by the headquarters decision-making, in order to take action in advance to response to the behavior of the enemy’s possible. With the development of society, the military early forewarning gradually extended to all aspects of society, and the breadth and depth of applications, such as social stability, the political situation, macroeconomic management, ecological and environmental protection and management of micro-economic subject (individual, businesses, households, corporate organizations, government, etc.) and so on.From the1970s, forewarning management has been introduced to corporate management, have appeared in the strategic risk management, VaR-based asset evaluation, and treatment of individual differences in risk research. In1993, China’s Professor She Lian, proposed the enterprise forewarning and management theory first. He is China’s earlier management scholars who research and complete the ideological and theoretical and put forward should be established the pre-zone management system.In the early21st century, forewarning management theory was been introduced in a corporate human resources management, built up early warning system of the enterprise human resources management initially, pointed out that brain drain is an important factor in serious business difficulties, and gradually raised the forewarning management system for the brain drain.SignificanceCompetition in the modern hospital, is the talent competition in the final analysis, talent is the guarantee of the quality of hospital services, is the key to the sustainable development of hospitals. Army hospitals shoulder a healthy usually and winning wartime protection of medical support tasks. With the development of the hospital building, medical work and medical support of the increasingly onerous task, employee in military hospital has played a more to the greater role.Hospitals have the necessary research to resolve the outstanding problems in the medical personnel management appointment system, establish stable high-quality personnel to ensure that the hospital building comprehensive, coordinated and sustainable development. But now, most hospitals in the concept of human resource management have not yet formed a high degree of awareness of the risk warning. It lacks an effective of forewarning mechanisms, not only lack effective forewarning and preventive measures of risk generated, but also lack appropriate and effective risk arises emergency and means of control.Now, it has not established forewarning management system in our army hospitals, the business community on this issue is still at the exploratory stage, the main focus on the model theory of the brain drain and the establishment of forewarning indicator system; in this regard system theory has not yet formed. Even in more developed countries of the Western market economy, it is also rare in this regard. Therefore, to research forewarning management system in the military hospital has great practical significance, including the following aspects:1. Forewarning management theory is introduced into forewarning management of brain drain of employee in military hospital, and improves the theoretical system in the hospital human resource management applications.2. Analyze the influencing factors of brain drain of employee, reduce the risk of staff turnover, stabled the terms of employee, and reduce the loss of staff turnover.3. Explore the forewarning indicators of brain drain of employee, try to establish the intervention mechanisms, provide the basis for decision making and recommendations, is a forward-looking work.Research methods and contentFirst, through an overview of access to literature related literature to understand the loss of domestic staff of the definition of the core concepts of the early warning management, and the elaboration of theories, research methods, evaluation methods, and evaluating it and learn from.Second, according to the literature study, the combinations of consulting and interviews with human resource managers on military hospitals, research on the employment system of the military hospitals play an important role in the stability of the status quo, analyze and impact and reasons of military hospitals employ staff turnover.The survey found that the factors of brain drain of employee in military hospital a including:medical job vacancies; increase the replacement cost of the hospital staff of the armed forces; damage the morale of the employees; lead to serious loss of hospital intangible assets. The reasons for factors of brain drain of employee in military hospital are divided into internal corporate and personal factors, and external personnel policies and personnel supply and demand changes in the market. Based on the status quo study of brain drain of employee in the military hospital, the article offers proposals to build a forewarning management of brain drain of employee in military hospital. Focuses on the three main parts of the forewarning management system:forewarning indicators, forewarning analysis, pre-control measures and operation of processes.Third, in a military hospital, for example, do the empirical study of forewarning systems and operational processes. Process is as follows:(1) Combine with data storage of the human resources department of a military hospital, analyze of the status of the current personnel structure of and brain drain of employee in the past three years in the military hospital.(2)Follow up the displacement of the employment of a military hospital in the past year survey and interview to analyze the main reason for the brain drain employee of a military hospital.(3) Assess of the existing mechanism of brain drain of employee in a military hospital management, found inadequacies.(4) on the basis of the reasons for the investigation on reason of brain drain of employee in the military hospital, design the influencing factors table of brain drain of employee in a military hospital, extract the loss of the more serious of three surgical and three medical departments, two medical technology departments, with site investigation, site recycling questionnaire.(5) With Excel input analysis software and SPSS13.0statistical analysis software for data processing. Ensure the quality of the questionnaire from the questionnaire reliability, validity analysis. And factor analysis method is be used to extract the forewarning indicators of brain drain of employee of a military hospital, and establish the forewarning indicator system of the military hospital.ResultsDiscovered through the empirical research in a military hospital, the staff structure of the brain drain of the military hospital mainly is in the age of20-30, the time come to the hospital less than three years, undergraduate and post, the primary title. The main reasons for the impact of the brain drain of employee in a military hospital are low remuneration; small space for personal development; heavy workload, work pressure; benefits poor; department’s atmosphere of repression; personal and family factors.Analyze the questionnaire of influencing factors of brain drain risk of employee in a military hospital, Cronbac’α coefficient of the sale was0.942. Item after standardized regarded as reliability was0.943. The domain-total correlations were0.524-0.892. Construct validity factor analysis showed that the entries of the fifth dimension were dispersed in the different factors, and all dimensions were basically concentrated in the five factors. Therefore, construct validity factor of the scale was not very satisfactory, domains and items should be adjusted. Principal Component Analysis was used to adjust the domains. Five common factors that characteristic roots were greater than1factor were extracted by factor analysis. The five factors reflected most of the information of the original variables and the effect of factor analysis was better. Finally, the six dimensions pre-set were adjusted for five, and named on the five characteristics, followed by support for the work, work return, the realization of personal value, degree of work, hospital ownership.29items is the second layer of indicators to establish a military hospital forewarning indicator system.Based on the basis of empirical analysis, combined with the cause analysis of brain drain risk of employee of the military hospital, propose two aspects pre-control measures to, in order to minimize the brain drain risk of employee.First, the prevention mechanism of brain drain risk of employee in military hospital. Innovate military hospitals human resources management system in terms of the establishment of a reasonable salary system and performance appraisal mechanisms, and improve career development and training and development system.Second, create "soft environment" of the hospital to people management as the core strategy. Third, establish a system of information technology talent pool. The second is the control and compensation of the brain drain crisis of the military hospital. The mechanism includes a take immediate and effective communication with measures to retain talent, and good psychological comfort after the loss of personnel and divert to avoid the knock-on effect of staff turnover.Innovation and DefectsThe main innovations of this paper are:1.Construction the brain drain risk of our army hospitals forewarning and management system, clarify ideas for the brain drain of the military hospital management. Proposed29early-warning indicators based on the of a questionnaire survey for the brain drain of employee of the military hospital, and established forewarning indicator system for the military hospital.2. To prevent and control the brain drain crisis of employee of China’s military hospital from two different angles, provide a reference and guidance for the military hospitals.Of course, this study also has shortcomings. Forewarning Management of brain drain of employee of military hospital itself is very complex system engineering, combined with the hospital to their own circumstances and historical information to select the judge in each specific link. Due to the lack of related data storage about forewarning management of brain drain crisis of employee of military hospital, and constraints of theoretical foundation, practical experience, research time, this study is still in its infancy, there are many needs to be improved and continue to develop, especially in screening for early warning indicators, early warning rating is no more mature theory, pending further investigation.