| 细分岗位多因素评分法用于医院调剂部门工作量研究 |
| 投稿时间：2013-10-10 修订日期：2013-12-25 点此下载全文 |
| 引用本文：顾嘉钦,朱珺.细分岗位多因素评分法用于医院调剂部门工作量研究[J].药学实践杂志,2015,33(2):150~152,155 |
| 摘要点击次数: 1202 |
| 全文下载次数: 120 |
|
|
| 中文摘要:目的 采用细分岗位多因素评分法评价医院调剂部门工作量。 方法 设计细分岗位多因素评分法,对医院调剂部门工作量进行评分,获得各调剂部门工作量评分值。 结果 各调剂部门工作量评分有较明显差异,部门人均工作量均值是1 370.38±112.60,偏差率达8.22%。 结论 细分岗位多因素评分法能较为客观地统计调剂部门的工作量,且操作简便、成本低,可作为评估该部门工作量的常用方法。 |
| 中文关键词:细分岗位多因素评分法 医院调剂部门 工作量 |
| |
| Workload of dispensing department in hospital using multivariate subdivision post scoring method |
|
|
| Abstract:Objective To evaluate the workload of dispensing department in hospital using multivariate subdivision post scoring method. Methods Workload data of dispensing department in hospital were collected through scoring the workload of dispensing department with multivariate subdivision post scoring method. Results The workload scores of dispensing departments differed obviously. The average workload score is 1 370.38±112.60, CV%=8.22%. Conclusion The Multivariate subdivision post scoring method can get the workload score of dispensing department objectively. It's simple to operate with low cost. This method can be used as the workload scoring for dispensing department in hospital. |
| keywords:multivariate subdivision post scoring method dispensing department in hospital workload |
| 查看全文 查看/发表评论 下载PDF阅读器 |
|
| 关闭 |
