| BackgroundNurses are an important part of the hospital human resources,With the change of nursing management mode and the development of high-quality nursing services which are"patient-centered",the hospital and society have increasingly high demands on nurses.They hope that these staffs will be able to match "people-job-organization" and be competent in their own jobs to improve job performance.At present,the criteria of nurses selection was unification.The blind pursuit of the number of employees,resulting in mixed and ineffective nursing teams,the mismatch between the employees and the positions,and large mobility of nurses.Therefore,how to recruit and select nurses scientifically and effectively has become a hot topic in the medical industry.At present,most of the current hospital recruitment procedures and methods are not much different from the general enterprise,there is no set up a high-quality medical personnel recruitment system.The traditional recruitment of hospital nurses only includes explicit knowledge,such as nursing professional knowledge,nursing professional skills,doctor-patient communication skills and so on,however,the tacit knowledge such as professionalism,responsibility,dedication awareness are not included in the recruitment examination.At the same time,the person who organize and participate in the recruitment,are not professionals.They can’t be competent to job requirements in professional background and comprehensive quality.Recruiters can not put the whole hospital management strategy,hospital culture,the concept of service delivery to the candidates.It is difficult to show the special features of the hospital and the attractiveness of candidates.It is also difficult to find out candidates’ values,job motivation,desire for knowledge and other hidden potential personality traits.Therefore,how to establish a scientific and reasonable recruitment model which is suitable for the development of the hospital is a new subject in front of the hospital human resource managers.Objectives1.By analyzing the recruitment system of nurses in a hospital in Nanjing and the basic conditions of the in-service and demission personnel from 2008 to 2016,we are to explore the problems existing in the recruitment of nurses,and lays the foundation for the construction of the recruitment system of nurses based on competency model.2.Construct the recruitment system based on the competency of nurses,solve the outstanding problems such as the mismatch between the employees and the positions,the higher separation rate in current nursing recruitment.At last,we try to improve the efficiency of hospital recruitment and reduce the turnover rate;3.Through the evaluation of nursing personnel recruitment system based on competency model in nurses recruitment,we analyed the influences of competency level,explored the selection system of nurse suitable for the development of the hospital.We want to establish a highly qualified talent team which can provide the basis for the future recruitment of doctors,technicians,administrative and logistics positions.Methods1.By selecting the nurses information database in a hospital of Nanjing as the research object from 2008 to 2016,and analysing the basic situation of nurses in service and leaving,age,working years,job title,college and post distribution status who have been recruited in 2008-2015.We want to find out the problems in the existing recruitment;2.We made a competency level questionnaire and used it to survey 391 nurses in the hospital.We analyzed the impact of the general situation,age,working years,academic qualifications,job titles and.positions.on.the.competency.level,finally built the nurse competency model.3.A questionnaire survey was conducted on nurses recruited in 2016 using the competency model.We Compared the general situation and competency level of nurses recruited in 2015 and 2016,to evaluate the recruitment effect of nurses based on competency model by SPSS21.Oincluding descriptive analysis,variance analysis,t test,χ2 test,multiple linear regression analysis and so onResults1.The current situation analysis of recruitment of nurses in a hospital in Nanjing The actual number of nurses in a hospital in Nanjing from 2008 to 2016 were higher than the number of demand.The total number of nurses was rising year by year,with separation rate as high as 10%-20%.The age of the recruited nurses was mainly under 30 years old.Most of them had a nursing age less than 3 years,with junior title and college degree.The department positions were more evenly distributed.2.The construction of nurses recruitment system in a hospital in nanjing based on competency modelIn 2015,the score of 391 nurses’ competency self-assessment,knowledge,professional skills,social competence,personal traits and motivation dimensions was 191.6 ±57.5,19.3 ±5.9,19.9 ± 6.3,101.4 ± 31.9 and 29.7 ± 8.4,21.2 ± 6.7.It shows that our nurses though they were in accordance with the five aspects of clinical nurses competency requirements.Single factor analysis of variance:age,education,job title,length of service,job level,whether or not a specialist nurse could influcnce their level from different dimensions of competency.We need to construct competency model of nurses of a hospital in Nanjing from the general indicators(age,education,job title,position,length of service,job level and whether a specialist nurse),the basic competence(knowledge and expertise),core competencies(social competence and personal Trait),identifying competency(motivational dimensions).We setted up a recruitment system based on this.First,to analyze requirements of determine eligibility,then set up a team to develop a recruitment plan including screening resume,structured interview,written examination and test evaluation of the operation,finally conduct qualitative and quantitative assessment summary.The score of64 nurses recruited in 2016 was222.6±22.3,22.7±3.1,22.5±3.2.119.1±12.5,33.8±3.5,246 ± 3.1 for self-rated competency,knowledge,professional skills,social competence,personal traits and motivation dimensions respectively.lt was higher than 84 nurses recruited in 2015 with scores as 151.6v53.2、15.4±5.0.15.3±5.5、80.2±30.3、24.0±8.0、16.7±6.4.The difference was statistically significant(P<0.05).This shows that the recruitment system conducted by the new system is better and achieves the expected goal.Multivariate regression analysis showed that:the differences in gender,education,job title,job position,length of service,specialist nurses and other factors have statistical significance in total competency scores.In the score of knowledge dimensions,professional skills,social ability,personality traits,motivation dimensions of nurses recruited in 2016,we can find the nurses who have bachelor degree or above is higher than those with college and below qualifications,nurses with intermediate and above titles are higher than junior titles,nurses in management positions is higher than those in clinical nursing positions,nurses with more than 10 working years are higher than those with less 10 working years,specialist nurses are higher than non-specialist nurses.Age and job rank were not statistically significant in the above dimensions,which shows that the factors influencing the competence of nurses recruited in 2016 are basically in line with the results of the baseline survey.ConclusionThe nurses recruited before 2015 in a hospital in Nanjing had an unreasonable structure in terms of age,nursing age and professional title.They did not consider the individual competency characteristics in departmental distribution.The recruitment system built by the model witch was based on competency of general competency,basic competency,core competency and identification competency,makes the basis and standards of selecting nurses more scientific and reasonable.It enhances the self-evaluation competence of recruiting nurses.It is in line with the requirements of the strategic development of the hospital.In this study,the competency model and recruitment are combined,and the validity of the data analysis model is not only innovative in evaluating candidates,but also more standardized and reasonable than the traditional recruitment model. |
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