扩大招聘,成长和留住公共卫生工作人员的选择
Kate Beatty1,2, Laura Hunt Trull1,2, Christen Minnick2,3
1Department of Health Services Management and Policy, College of Public Health, East Tennessee State University, PO Box 70264, Johnson City, TN 37614, United States.
公共卫生部门正在使用职业阶梯来留住员工并支持专业发展. 然而,这些阶梯在招募各种候选人方面取得了有限的成功,需要透明的发展才能获得更好的结果.
科学领域:
- 公共卫生 公共卫生
- 组织行为 组织行为
- 人力资源管理 人力资源管理
背景情况:
- 公共卫生工作人员面临重大挑战,包括因退休,资金不足和招聘缓慢而导致的消耗.
- 确保可持续和多样化的公共卫生工作人员对于提供基本服务至关重要.
- 需要进行组织研究,以确定劳动力可持续性的战略.
研究的目的:
- 检查公共卫生部门职业阶梯的实施和影响.
- 了解职业阶梯如何为劳动力可持续性做出贡献,并应对现有挑战.
- 确定与职业阶梯开发和实施相关的最佳实践和挑战.
主要方法:
- 质量研究涉及采访七个州的10个卫生部门.
- 参与者是参与部门内部招聘流程的管理人员,他们利用或计划职业阶梯.
- 专注于了解职业阶梯的应用和感知有效性.
主要成果:
- 卫生部门正在实施职业阶梯,主要是为了专业发展和保留现有员工.
- 职业阶梯在留住员工方面取得了一些成功,但对招聘和增加劳动力多样性的影响有限.
- 主要挑战包括公务员法规,资金限制和复杂的招聘流程.
结论:
- 职业阶梯是保持公共卫生工作人员和专业成长的宝贵工具.
- 透明的发展,员工参与和明确的晋升途径对于有效的职业阶梯至关重要.
- 需要进一步的见解,以加强公共卫生部门的招聘和保留战略.
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