Department of Health Services Management, Faculty of Medicine, Aja University of Medical Sciences, Tehran, Iran.
Department of Health in Disaster & Emergencies, Nursing Faculty, Aja University of Medical Sciences, Tehran, Iran.
BMC Prim Care. 2023 Feb 14;24(1):47. doi: 10.1186/s12875-023-02007-7.
Proper human resource management in military health centers leads to long-term development and improved health-care quality. As a result, the purpose of this research is to identify the key performance indicators of human resource management for military hospital managers, and the unique indicators of military hospitals were obtained.
This cross-sectional study was performed by the TOPSIS method in the fall of 2021. This study used a checklist consisting of 20 performance indicators of human resource management, which were scored by 20 senior military hospital managers based on two criteria: "importance" and "measurability in military hospitals". The Shannon entropy method was used to weight the indicators, and the BT-TOPSIS Solver software was used to analyze and prioritize them.
Among the 20 indicators in human resource management, the staff satisfaction index in military hospitals, the competitiveness rate of salaries in military hospitals relative to the national sector, the number of permanent staff in military hospitals, and the percentage of contract labor costs in military hospitals have the highest coefficient, respectively.
The importance of human resource management and organizational performance is due to their influence on each other. As a result, human resource management should pay special attention to the professional and personal development of human resources, as this has an impact on the performance of the organization in the long run. In light of the sensitive nature of human resource management and its crucial role in achieving any organization's strategic goals, selecting appropriate indicators is essential. The Department of Military Health requires indicators unique to the military sector to assess the human resource management of the military hospital, since according to the existing circumstances, the indicators of the military sector and those of the civilian sector are different.
军事卫生中心的人力资源管理得当，有助于实现长期发展和提高医疗质量。因此，本研究旨在确定军事医院管理人员人力资源管理的关键绩效指标，并获得军事医院的独特指标。
本研究采用 2021 年秋季的 TOPSIS 方法进行横断面研究。本研究使用了一份包含 20 个人力资源管理绩效指标的检查表，由 20 名资深军事医院管理人员根据“重要性”和“军事医院的可衡量性”这两个标准进行评分。采用 Shannon 熵法对指标进行赋权，并使用 BT-TOPSIS Solver 软件进行分析和优先级排序。
在人力资源管理的 20 个指标中，军事医院员工满意度指数、军事医院薪酬相对国家部门的竞争力、军事医院的固定员工人数以及军事医院合同劳动力成本的百分比具有最高的系数。
人力资源管理和组织绩效的重要性是相互影响的。因此，人力资源管理应特别关注人力资源的专业和个人发展，因为这对组织的长期绩效有影响。鉴于人力资源管理的敏感性及其对实现任何组织战略目标的关键作用，选择适当的指标至关重要。由于军事部门的指标与民用部门的指标不同，因此军事卫生部门需要评估军事医院人力资源管理的独特指标。
