Health Information management
Ahmad Rezaee; Akbar Hedayati
Abstract
Introduction: Competency approach is one of the practical approaches in various fields of education and jobs, which by accurately determining the required competencies of people in order to achieve multiple educational and professional goals, and identifying the behavioral indicators that determine the ...
Read More
Introduction: Competency approach is one of the practical approaches in various fields of education and jobs, which by accurately determining the required competencies of people in order to achieve multiple educational and professional goals, and identifying the behavioral indicators that determine the competencies of employees in different professions are one of the necessary processes in this matter, and the present research was conducted with the aim of Identifying the competency indicators of administrative staff of medical centers.Methods: The current research is practical in terms of purpose; In terms of approach, it was done qualitatively and by thematic analysis method.The participants were employees of the administrative department of medical centers, which reached theoretical saturation with 16 people using the purposeful sampling method. The research instrument was semi-structured interview and the collected data was analyzed by coding and identifying the network of themes. The validity of the research results was confirmed with the criteria recommended by Lincoln and Guba.Results: In the current research, the findings were identified and classified in two dimensions: general competencies (with 4 components and 28 indicators) and professional competencies (with 3 components and 21 indicators). General competencies include (administrative skills, scientific skills, interpersonal competencies, personal and individual competencies) and professional competencies including (primary medical specialties, job competencies; knowing of standards and guidelines).Conclusion: Managers and heads of different departments of medical centers can use the findings of this research in order to increase the productivity of administrative department employees in the field of recruiting, retaining and assessing employees' competencies.
Ali Rashidpour; Mohammad Akbari; Somayeh Mahdian
Abstract
Introduction: Considering the necessity of selecting and appointing hospital managers as one of the important goals of the health system, this study aimed to investigate the feasibility of establishing a surrogacy system with regard to meritocracy among the managers of hospital affiliated to Isfahan ...
Read More
Introduction: Considering the necessity of selecting and appointing hospital managers as one of the important goals of the health system, this study aimed to investigate the feasibility of establishing a surrogacy system with regard to meritocracy among the managers of hospital affiliated to Isfahan University of Medical Sciences, Isfahan, Iran, in year 2019.Methods: The present study was descriptive survey. 102 managers of educational treatment centers, hospitals, and health-treatment networks, and human resources managers were selected using convenient sampling method. The research instrument was a researcher-made questionnaire. The validity and reliability (Cronbach's alpha > 0.7) of the questionnaires were confirmed. Data was analyzed using one-sample t-test.Results: The possibility of establishing a surrogacy system with competency approach in terms of existence and recognition of required competencies, the status of training and improvement, and performance evaluation and compensation was moderate among hospital managers. It was not possible to establish a surrogacy system with a competency approach from the perspective of planning and development, recruitment method, and the status of welfare services and maintenance among hospital managers.Conclusion: According to these results, it is necessary for health system policymakers to pay attention to competencies in hospital substitute managers in order to increase efficiency and effectiveness in hospitals.