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本文旨在评价英国国家卫生部门 (NHS)改革中的人力资源 (HR)范畴并为正进行改革的国家从中提供教训。卫生保健中人力资源管理的方法本身既可成为改革目标的一种制约 ,也可成为一个促进因素。NHS改革后最显著的是供给人员的变化和组织文化以及 NHS管理和员工的个人态度。雇员关系变革、确定工资和雇用条件方法的尝试均不太成功 ,然而 ,对人力资源管理的总的途径业已被接受 ,这在改革前的 NHS是不可想象的
The purpose of this article is to assess the scope of human resources (HR) in the National Health Service (NHS) reforms in the United Kingdom and to provide lessons for countries undergoing reforms. The method of human resource management in health care can itself be a constraint to the goals of the reform and can also be a contributing factor. The most significant changes after the NHS reform are supply staff changes and organizational culture as well as NHS management and personal attitudes of employees. Attempts to change employee relations, determine wages, and methods of hiring conditions were all unsuccessful. However, the overall approach to human resource management has been accepted. This pre-reform NHS is inconceivable.