2006年7月我院开展了护士规范化培训。通过培训,学员掌握了丰富的理论知识,规范化和程序化的护理操作技能,综合素质得到全面提高。培训结业后学员胜任临床护士职务,独自完成护理工作,为病员提供全面护理,感悟到了护理的奉献精神;拥有较强的教学意识,积极参与临床教学活动,培养护理人才,体会到了护理的专业性;主动投入护理科研工作,促进护理学科发展,满足自我实现的需求,升华了自己的人生观和价值观。
Objectives To investigate the personnel allocation and workloads of the medical residents across the subspecialties of the Department of Internal Medicine at a tertiary hospital. Methods A cross-sectional survey was performed to investigate personnel allocation and workload. The resulting data were compared with the ministerial standard that regulates the training of medical residents. Results Aside from the subspecialty of Rheumatology, medical residents accounted for 40% to 70% of the total staff physicians. The faculty physicians accounted for only 20% to 50% of the total. When the non-faculty residents were not taken into account, each individual faculty physician took charge of between 5.3 to 15.5 beds across all the subspecialties. When only the non-faculty residents were accounted for, each individual resident took charge of 1.7 to 9.4 beds, 1.3 to 5.7 bed-days per day, and 5.8 to 17.3 patients per month. When both were accounted for, each physician was responsible for 1.3 to 5.9 beds, 1 to 3.6 bed-days per day, and 4.2 to 10.7 patients per month. In comparison with the ministerial standards, medical residents have managed more patients per month in the subspecialties of Nephrology, Respiratory Diseases, Digestive Diseases, Neurology and Infection.Fewer patients were managed in the subspecialty of Endocrinology. Conclusion The medical resident allocation is balanced across the subspecialties of the Department of Internal Medicine, although it is less stable. The total number of physicians is smaller than required, and physicians generally bear an overload of work. The number of patients managed by each individual resident is more than the requirement set by the ministerial standards, and has significant variations across subspecialties. Medical residents need to be allocated in accordance with the corresponding workloads.
We summarize the primary structure, objective and achievements of the resident standard training program in West China Hospital of Sichuan University during the past decade. We also give some advices on how to develop and accomplish future goals of resident standard training.
目的 调查规范化培训护士的职业自我概念现状，以期为其培训方案提供参考依据。 方法 2010年10月－11月采用护理专业自我概念量表对某三甲综合医院2009级、2010级175名规范化培训护士进行面对面问卷调查。 结果 88.37%规范化培训护士职业自我概念积极，5个维度得分从高到低分别是沟通交流、技能、灵活性、领导、满意度。2010级规范化培训护士职业自我概念总得分（t=?2.027，P=0.044）及领导维度得分（t=?3.258，P=0.001）高于2009级者，而技能（t=2.120，P=0.036）、灵活性（t=2.054，P=0.042）维度得分低于2009级；有职业兴趣的规范化培训护士其领导维度得分高于无职业兴趣的规范化培训护士（t=2.063，P=0.043）。 结论 护士规范化培训中除注重技能培训外还应加入情感教育课程，建立领导能力评价体系等。
目的：调查规范化护士培训质量，了解受训护士对培训工作的感受及需求。方法：采取自制问卷，分20个条目对接受规范化培训的320名护士进行问卷调查。采用5级评分法进行质量评价。结果：医院30个科室培训质量平均得分为82.9分，在调查条目中得分最高的前三位分别是：科室护士长支持、临床护理老师的专业基础理论和专科护理理论方面(得分：4.48、4.44、4.34)。得分最低的后三位分别是：培训科室其他护理老师的教学意识、临床护理老师因材施教和带教老师对学员工作的及时肯定(得分：3.55、3.75、3.88)。结论：医院护士规范化培训管理工作有待进一步完善和加强，护士规范化培训对新进护理人员专业能力培养具有积极的促进作用。加强护理部对临床科室护士培训的规范化管理，强化科室护理人员教育意识和教学能力是保证科室规范化护士培训质量的关键。
Standardized resident training is one of the important contents of reform of the medical and health system. Meanwhile, it is the key part of education for medical graduates, and serves as a bridge for the cultivation of high-level medical talents. This article analyzes the necessity of standardized resident training, current situation and the difficulties faced, puts forward feasible suggestions based on previous practices, and envisions the future of training work.