Medical industry human resources department''s role

• Main Authors: Yu-tzu Hu, 胡祐慈
• Other Authors: Jin-Feng Uen
• Format: Others
• Language: zh-TW
• Online Access: http://ndltd.ncl.edu.tw/handle/z2sqnb

碩士 === 國立中山大學 === 人力資源管理研究所 === 97 === In recent years the entire environment, the government policy''s change, caused the human resources management domain to start to receive takes seriously, was not exceptional in Taiwan''s medical industry, for these years they realized the human resources management slowly important, and started some transformations, therefore we might see some successes transformed human resources department, but also had many not clear own role localization. Because past medical service industry this aspect studied the subject not to be many related, therefore this time adopted the nature interview way, hoped that might take advantage of this obtains the multiplex information, and helped Taiwan medicine human resources department to be clearer locates their role, might become the strong character which finally the hospital could not lack. But this will study us to discuss 13 hospitals from the past the reason which, the change bottleneck and they will change to the future human resources roll play tendency. The findings discovered that in the past the hospital human resources department nearly simultaneously was playing “the performer role”, was engaged in the work content by “the personnel management” primarily, after five year about change, they simultaneously was acting at present three to seven kinds of polytropic role, they also will have in the future very high hoping to themselves, they hoped that made great strides forward toward the strategic human resources management, displayed the human resources positively truly, initiative, characteristics and so on innovation, reform, played “the innovation role”. At present urges the human resources department fast transformation the factor is “the human resources manager, the leader/higher order is in charge of the idea, the government new policy system” the influence, but simultaneously “the human resources manager or the personnel specialized insufficiency, the human resources understaffed” also limits them to transform, therefore present stage human resources personnel specialized ability''s enhancement becomes with the information ability''s promotion very important.