Heller A R, Heller S C
Klinik und Poliklinik für Anästhesiologie und Intensivtherapie, Universitätsklinikum Carl Gustav Carus, 01307, Dresden, Deutschland.
Anaesthesist. 2009 Jun;58(6):571-81. doi: 10.1007/s00101-009-1566-4.
The demographic development in Germany is heading towards a significant shortage in specialists within the next 10-15 years with an increased demand for health services at the same time. The three-stage model of family life planning (work, family phase, return) will also be gradually replaced by a model of simultaneous compatibility of family and work. This change in values, although initiated by the parents themselves, may turn out to be a crucial countermeasure in national economy against the demography-related loss of qualified personnel. For these three trends the economic need arises to minimize family-related absence of our well-trained, motivated and reliable doctors from the clinical departments through implementation of family-friendly human resources policies and supporting measures by the employers. In a representative survey 26% of respondents with children had in the past already changed their workplace to ensure a better match of work and family duties. In this regard the compatibility of family and professional responsibilities had a higher impact on the selection of the employer than a high income. Accordingly, a work-life competence oriented business plan will represent the crucial factor within the competition between universities, hospitals and professional disciplines to attract high potential bearers although a sustained change of the traditional hospital culture is mandatory. Anaesthesia-related fields of development regarding family-friendly corporate governance are working hours and organization of work, part-time jobs even for managers and fathers, and staff development. In the hospital daily routine, in particular, creative solutions meeting the local demands are deemed necessary that do not involve the use of high financial resources. Family-friendly personnel policy not only arises from altruistic enthusiasm but also pays off economically. This article discusses the necessity, opportunities and threads of family-oriented hospital management and fields of action for anaesthesia departments.
德国的人口发展趋势表明，在未来10至15年内，专科医生将严重短缺，与此同时，医疗服务需求却在增加。家庭计划生育的三阶段模式（工作、家庭阶段、回归）也将逐渐被家庭与工作同时兼顾的模式所取代。这种价值观的转变虽然是由父母自身发起的，但可能成为国民经济应对与人口结构相关的高素质人才流失的关键对策。基于这三种趋势，经济上的需求促使我们通过实施家庭友好型人力资源政策以及雇主提供的支持措施，尽量减少训练有素、积极性高且可靠的医生因家庭原因而无法到临床科室工作的情况。在一项代表性调查中，26%有孩子的受访者过去已经更换过工作场所，以确保工作与家庭责任能更好地匹配。在这方面，家庭与职业责任的兼容性对雇主选择的影响要高于高收入。因此，尽管传统医院文化的持续变革必不可少，但以工作与生活能力为导向的商业计划将成为大学、医院和专业学科之间竞争的关键因素，以吸引高潜力人才。在有利于家庭的企业管理方面，麻醉相关的发展领域包括工作时间和工作安排、即使是管理人员和父亲也可从事兼职工作以及员工发展。特别是在医院的日常工作中，需要有满足当地需求的创造性解决方案，且不涉及高额资金投入。家庭友好型人事政策不仅源于利他主义热情，在经济上也会有回报。本文讨论了以家庭为导向的医院管理的必要性、机遇和挑战以及麻醉科的行动领域。
