First, the needs of new employees.

1, how to adapt to this process, change roles and adapt to roles from school to work;

2, understand the hospital related work system, process, operation guide and hospital operation, development prospects, etc. ;

3. Examination, assessment, promotion space and learning opportunities that may be encountered after work;

4. Precautions after entry; Especially now, the doctor-patient relationship is tense and working in the hospital is stressful. How do newcomers learn to cope?

5. How to deal with the relationship between colleagues after work?

It's best to do a survey to understand the real needs and secret thoughts of new employees, and then design the training content and form. )

Pre-job training scheme for new employees in hospitals (enterprises are also worthy of reference)

The head of the department dresses the new employees.

Second, the purpose of hospital training

1. Help new employees get familiar with the new environment as soon as possible, adapt to new roles, integrate into new teams, identify with hospital culture, eliminate strangeness, and have a positive impact on their careers.

2. Understand the past, present and future of a hospital, enhance confidence, grow and progress together with the hospital, set up lofty ideals from the first day of admission, and aspire to become an excellent medical staff.

3. Let them know that a hospital is a hospital with standardized management and full of vitality, and then fall in love with this hospital, be proud of it, and spontaneously follow the rules and regulations, work hard and innovate in their future work.

Third, the training module design

Just out of school, what these new employees need most is not theoretical knowledge training, but psychological preparation, work habits and vocational skills training. At this time, there is no need to teach all kinds of work and business details, they can't accept so much.

Therefore, in the design of training content, there are mainly five modules:

1. Role change: a course to help change the role self-orientation, including integrating into the new environment and new team as soon as possible. Through case analysis, communicate with old employees, etc.

2. Vision and cultural identity: understand the development process and successful experience of the hospital, see the development prospect of the hospital, and be familiar with the culture, environment and atmosphere of the hospital. By visiting, sharing, teaching, etc.

3. Institutional norms: There are many institutional norms in hospitals, and they are also very detailed. They can't learn or remember at once. In the pre-job training stage, the system manual is issued to briefly explain some important system norms.

4. Professional habits: Establish good and scientific professional habits from the beginning, and learn to stick to it, resist temptation, and not be contaminated with bad atmosphere. By experiencing the process of medical treatment, teaching, watching videos, interactive seminars, etc.

5. Medical humanistic quality guidance: including learning to be self-motivated, paying attention to quality and details, paying attention to service and communication, and knowing teamwork. Through action learning, teaching, case analysis, reading, etc.

Pre-job training scheme for new employees in hospitals (enterprises are also worthy of reference)

Training methods like this are too old-fashioned to attract young people at all.

Fourth, the training form design

At present, the new employee training (including other training) in most county hospitals in China is very old-fashioned in content and form. This is understandable:

Because although the hospital attaches importance to the training of clinicians and going out for further study, it does not attach importance to the training, study and going out for further study of functional department directors, which leads to their limited thinking and conservative work style. They can only meet the most basic needs, have no initiative and innovation, and can neither meet the clinical needs and hospital development requirements, nor meet the expectations and goals of hospital leaders.

Secondly, many functional department directors (even staff) are from the clinic, and management and medical treatment are different. They need special study and research, and they need to understand with heart.

Taking the training of new employees as an example, the easiest way is to learn from the good practices of enterprises and introduce new research results in psychology, pedagogy and even brain science.

1. Practice the educational concept of constructivism, take students as the main body, mobilize students' enthusiasm and initiative, think actively and find answers, and teachers play the role of presiding, guiding and catalyzing. It is of course necessary for a person to talk above and a group of people to listen below, but it should not always be like this.

2. Design an action learning mode, which is fun and entertaining, and apply what you have learned. Including personal experience, interactive dialogue, case discussion, outward bound training, world coffee, team creation, learning competition, etc. Interesting is very important, and form is very important (I said it is more important than content, can you accept it? )

3. Students are randomly divided into groups, choose team leaders, pick up team members and even compose songs; Carrying out the learning competition not only cultivates the team's sense of belonging and cooperation spirit, but also improves the learning enthusiasm.

4. Grasp the rhythm and time, design the content according to the theme, and define the nodes. At a certain stage, when you learn something, you will get corresponding results.