Bassett Mark L, Ramsey Wayne P, Chan Christopher C A
Gastroenterology and Hepatology Unit, The Canberra Hospital, Canberra, Australia.
Int J Health Care Qual Assur. 2012;25(5):442-52. doi: 10.1108/09526861211235937.
This paper seeks to argue that processes for selecting and appointing medically qualified personnel in some healthcare organizations may be limited, especially those that emphasize qualifications rather than expanding the criteria to include practice scope, person-organization fit and capability to function within a healthcare team.
DESIGN/METHODOLOGY/APPROACH: The paper is based on the authors' experiences and a literature review.
Selection based purely on academic merit, advanced clinical training, skills and professional achievements may not address other essential selection criteria. Medical personnel need to possess competencies such as ability to give high quality care and work constructively in a clinical team; communication skills; willingness to actively participate in quality and safety programs; teaching ability; management and leadership skills; and support institutional values and corporate aims. These attributes are often over-looked and cannot be assumed from academic merit and achievements.
RESEARCH LIMITATIONS/IMPLICATIONS: The study's conclusions are based on the authors' experiences and literature review. Future studies may wish to examine selection technique efficacy and outcomes empirically.
Better medical personnel selection and appointment processes are likely to reduce unnecessary costs associated with poorly-made appointments, improve patient outcomes and may have a formative role encouraging medical personnel to take a broader view of their healthcare organization roles.
ORIGINALITY/VALUE: The authors challenge selection panel members to consider non-traditional with normal selection criteria for medical appointments. Nine recommendations for enhancing selection processes are provided.
本文旨在论证，一些医疗机构选拔和任用医学合格人员的流程可能存在局限性，尤其是那些只强调资质，而不将标准扩大到包括执业范围、个人与组织的匹配度以及在医疗团队中发挥作用的能力的机构。
设计/方法/途径：本文基于作者的经验以及文献综述。
单纯基于学术成绩、高级临床培训、技能和专业成就进行选拔，可能无法满足其他重要的选拔标准。医务人员需要具备以下能力，如提供高质量护理的能力、在临床团队中积极协作的能力、沟通技巧、积极参与质量和安全项目的意愿、教学能力、管理和领导技能，以及支持机构价值观和企业目标的能力。这些特质常常被忽视，不能仅仅从学术成绩和成就中推断出来。
研究局限/启示：本研究的结论基于作者的经验和文献综述。未来的研究不妨通过实证研究来检验选拔技术的有效性和结果。
更好的医务人员选拔和任用流程可能会减少因不当任用带来的不必要成本，改善患者治疗效果，并且可能在鼓励医务人员更全面地看待其在医疗机构中的角色方面发挥建设性作用。
原创性/价值：作者向选拔委员会成员提出挑战，要求他们在医学职位任命中考虑非传统的以及常规的选拔标准。文中提供了九条改进选拔流程的建议。
