Identifying strategic human resource management ability in the clinical departments of public hospitals in China: a modified Delphi study

• Published in: BMJ open Vol. 13; no. 3; p. e066599
• Main Authors: Feng, Xingmiao, Qu, Ying, Sun, Kaijie, Luo, Tao, Meng, Kai
• Format: Journal Article
• Language: English
• Published: England British Medical Journal Publishing Group 15.03.2023; BMJ Publishing Group LTD; BMJ Publishing Group
• Series: Original research
• Subjects: China; Competitive advantage; Delphi method; Delphi Technique; Health Policy; Hospital administration; Hospitals; Hospitals, Public; Human resource management; Humans; Organisation of health services; Organisational development; Public services; Quality Indicators, Health Care; Questionnaires; China; Health policy; Human resource management; Organisation of health services; Organisational development
• ISSN: 2044-6055; 2044-6055
• DOI: 10.1136/bmjopen-2022-066599

ObjectivesChinese public hospitals are managed like a bureaucracy, which is divided into two levels of hospital and departmental management. Improving strategic human resource management ability (SHRMA) within clinical departments can improve department performance and service quality, which is an important way for public hospitals to obtain an advantage in a diversified competitive medical market. However, there is a lack of specialised evaluation tools for SHRMA in clinical departments to support this effort. Therefore, this study aims to develop an index for evaluating the SHRMA of clinical departments in public hospitals.Study design and settingThe Delphi technique was carried out with 22 experts, and an evaluation index of the SHRMA in the clinical departments of public hospitals was constructed. The weight of each indicator was calculated by the intuitive fuzzy analytic hierarchy process.ResultsThe SHRMA index constructed in this study for the clinical departments in public hospitals includes 5 first-level indicators, 13 second-level indicators and 36 third-level indicators. The first-level indicators are distributed in weight among human resource maintenance (0.204), human resource planning (0.201), human resource development (0.200), human resource stimulation (0.198) and human resource absorption (0.198). The top three weighted indicators on the second level are job analysis and position evaluation (0.105), career management (0.103) and salary incentivisation (0.100).ConclusionsThe index constructed in this study is scientific and feasible and is expected to provide an effective tool for the quantitative evaluation of SHRMA in the clinical departments of public hospitals in China.