醫療機構人力資源人員專業職能對組織績效影響之研究－－以臺灣地區區域級以上醫院為例

The Impact of Human Resource Staffs’ Professional Competencies on Organizational Performance – A Study of Medical Centers and Region Hospitals in Taiwan

目的：本研究旨在瞭解醫院人資人員對本身所具備專業職能之認知，探討不同因素對人資專業職能具備程度之影響，並分析專業職能與組織績效之關係，以提供作為各院人資管理之參考。方法：以區域級以上醫院人資部門主管及員工為研究對象，共83家醫院，回收67家，回收率80.72%；問卷發放578份，有效461份，有效回收率79.76%，以t檢定、變異數及相關等統計方法進行檢定。結果：人資人員認為本身在一般性能力上的表現平均優於專業性能力。男性、年齡較長者、教育程度較高及具醫管人資科系背景者的專業職能具備程度較高。人資人員的組織設計與改革、招募甄選、人力規劃、薪資福利及人才市場供需等能力愈好則醫務收入成長率愈高；部門合作等能力越好則員工平均訓練費用越高；組織改革等能力越好則每月員工平均費用越低；組織設計與改革、薪資福利及勞資協調等能力愈好則平均每月門診量愈高。結論與建議：1.加強人資人員教育訓練；2.建立人資專業職能量表並設計評估方式；3.加強人資部門角色功能、建立人資相關績效指標。

Objectives: This study aims to understand the professional competency of human resource personnel in hospitals, discuss the effects of different factors on the professional competency, and analyze the relationship between professional competency and organizational performance. The results are provided for reference to human resources management of hospitals. Methods: The subjects were supervisors and the staff of human resource departments of regional hospitals or medical centers. The questionnaires were distributed to 83 hospitals, of which 67 returned, and the hospital return rate was 80.72%; 578 questionnaires were distributed, 461 were valid, and the valid return rate was 79.76%. The data were analyzed with t-test, ANOVA, and correlation analysis. Results: The general competency of the human resource staff was better than the professional competency. Those who are male, older, with higher level of education and academic background in hospital management have higher professional competency. The higher competency the human resource staff has in the organizational design and reform, recruitment, manpower allocation, salary and welfare, and demand and supply of the talent market, the higher the income growth rate from medical services; the higher competency the human resource staff has in the departmental cooperation, the higher the average training expenses for employees; the better the organizational reform, the lower the average monthly expenses of employees; the better the organizational design and reform, salary and welfare, and employer-employee relation, the higher the average amount of monthly outpatient services. Conclusions: (1) Improve personnel education and training; (2) Establish professional competency scale of human resources and design evaluation methods; (3) Enhance the role function of human resource department; Establish relative performance index for human resources.