策略性管理：Kotter模式應用於新進護理人員遴選條件評估之探討

Strategy Management: Application of the Kotter's Model in Set-Up of Nurse Recruit Requirements

醫療機構必須有計劃地招募、遴選、訓練與儲備護理人力，以減省因人才流失而臨時招募的外因成本。有計劃地遴選合適之新進護理人員，可培養護理團隊更高的工作效率與效果，進而藉儲訓人才，而達到提高生產力的目的。本文利用策略性管理之概念，藉Kotter模式為情境分析之評估工具，於88年月1月至88年6月親訪或電訪，以收集本院及鄰近他院之資料，分析本院的外在環境與內在環境之強點（strength）、弱點（weakness）、風險（threat）與機會（opportunity）後，研擬出新進護理人員之招募方法及遴選條件。其必要條件包括：個人條件，專業能力，人際關係能力等；次要條件則包含：忠誠度，穩定性或留任意願，地域性、視病猶親的理念，以及重視顧客經營與服務品質的觀念。為了以最少的花費達到最高的效果，有計畫的招募與甄選是一個好的開端，進可促使護理人員達到適才適用，且能留任發展。為此，招募與遴選人才必須慎重。

The purpose of this study was to explore the major criteriae for the nurse recruit requirements in the Tainan Municipal Hospital, by using the strategic management concept with the Kotter's Model to assess the external and internal environments for general management. Analysis of the external and internal environments on the key points of strength, weakness, threat and opportunity revealed that the nurse recruit requirements included 2 parts: the principal and the accessory criteriae. As a result, for the principal criteriae were the personal characteristics, the professional ability and the personal trait about human relationship; and, for the accessory criteriae were the faithfulness, the stability or the intel to stay in the institute, the district of residence, and the affinity for customer service/management.