Kroženje kadra v zdravstveni administraciji na Interni kliniki UKC Ljubljana

Toman, Nataša

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Title:	Kroženje kadra v zdravstveni administraciji na Interni kliniki UKC Ljubljana
Authors:	ID Toman, Nataša (Author) ID Bernik, Mojca (Mentor) More about this mentor... ID Jerebic, Janja (Comentor)
Files:	MAG_Toman_Natasa_2024.pdf (1,65 MB) MD5: 45CFFCDA0E275A2767C47FB15D77F652
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	FOV - Faculty of Organizational Sciences in Kranj
Abstract:	V magistrskem delu smo želeli predstaviti možnost reševanja pomanjkanja kadra v zdravstveni administraciji s poudarkom na uvedbi kroženja kadra. V teoretičnem delu smo opredelili razvoj kadrov, pomen in cilje razvoja, različne pristope k razvoju kadra, kaj je kroženje kadra, kako lahko dvignemo motivacijo zaposlenih ter kakšne so prednosti in slabosti kroženja kadra. Oblikovali smo anketni vprašalnik, ki smo ga razdelili med zdravstveno administracijo znotraj Interne klinike v UKC Ljubljana. Z anketnim vprašalnikom smo želeli ugotoviti, kakšni so medsebojni odnosi med zdravstveno administracijo na Interni kliniki UKC Ljubljana, ali so zaposleni zadovoljni na delovnem mestu in kako vidijo možnost kroženja zdravstvene administracije. Opisali smo tudi Interno kliniko, znotraj katere deluje 13 kliničnih oddelkov. Predstavili smo število zdravstvenih administratorjev, stopnjo fluktuacije in stopnjo absentizma za obdobje petih let (od leta 2016 do leta 2020). Ugotovili smo, da je povprečna stopnja fluktuacije za celotno Interno kliniko v letih od 2016 do 2020 11,3-odstotna. Povprečna stopnja absentizma za celotno Interno kliniko v letih med 2016 in 2020 pa znaša 25,4 %. Rezultati raziskave med zdravstveno administracijo na Interni kliniki UKC Ljubljana so pokazali, da so zaposleni zadovoljni s stalnostjo zaposlitve in redno plačo. Najmanj pa so zadovoljni z višino plače, kar je najverjetneje tudi eden od glavnih vzrokov za pomanjkanje kadra. Najbolj so obremenjeni zaradi odnosa vodstva do zdravstvene administracije ter zaradi odnosa zdravnikov in ostalega zdravstvenega osebja. Pri možnosti kroženja kadra vidijo največjo prednost v tem, da se z menjavo delovišča pridobijo nove delovne izkušnje in znanje na novih področjih dela. Kot največjo slabost kroženja kadra pa vidijo količino časa, da se seznanijo z novimi načini dela. Rezultati raziskave so med drugim pokazali, da je na Interni kliniki UKC Ljubljana prisotna visoka nemotiviranost za kroženje kadra, čeprav pa se anketiranci strinjajo, da bi z menjavo delovišča pridobili nove delovne izkušnje in znanje na novih področjih dela. Za zaposlene kroženje kadra predstavlja stres. S pomočjo analize rezultatov smo prišli do ugotovitev, da so anketirani zaposleni v večini zadovoljni s svojimi sodelavci. Iz tega lahko sklepamo, da so med njimi medsebojni odnosi dobri. Če bi bili na Interni kliniki izpolnjeni pogoji, da se uvede kroženje kadra, bi lahko zaradi deficita kadrov bolj kakovostno in uspešno opravljali svoje delo. Z rednim usposabljanjem bi poleg dobrega načrtovanja in stalnega spremljanja zaposlenih lahko omejili pričakovane ovire in slabosti pri kroženju kadra. S tem ne bi izboljšali samo organizacije dela zdravstvene administracije na Interni kliniki UKC Ljubljana, temveč bi tudi zmanjšali stopnjo fluktuacije in obdržali kakovosten kader.
Keywords:	organizacija dela, zdravstvena administracija, kroženje kadra
Place of publishing:	Kranj
Year of publishing:	2024
PID:	20.500.12556/DKUM-88323
COBISS.SI-ID:	200092931
Publication date in DKUM:	28.06.2024
Views:	360
Downloads:	90
Metadata:
Categories:	FOV
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Licences

License:	CC BY 4.0, Creative Commons Attribution 4.0 International

Link:	http://creativecommons.org/licenses/by/4.0/
Description:	This is the standard Creative Commons license that gives others maximum freedom to do what they want with the work as long as they credit the author.
Licensing start date:	16.04.2024

Secondary language

Language:	English
Title:	Rotation of healthcare administration staff at the Internal clinic of the University Medical Centre Ljubljana
Abstract:	In this master's thesis, we aimed to present a solution to the shortage of staff in healthcare administration with a focus on implementing staff rotation. In the theoretical part, we defined workforce development, its importance, and objectives, different approaches to workforce development, what staff rotation entails, how to increase employee motivation, and the advantages and disadvantages of staff rotation. We designed a survey questionnaire distributed among healthcare administration staff within the Internal Clinic at the University Medical Centre Ljubljana. Through the questionnaire, we sought to determine the interpersonal relationships within the healthcare administration at the Internal Clinic, employee job satisfaction, and their perception of the possibility of staff rotation. We also described the Internal Clinic, which comprises 13 clinical departments. We presented the number of healthcare administrators, the turnover rate, and the absenteeism rate over a five-year period (from 2016 to 2020). We found that the average turnover rate for the entire Internal Clinic from 2016 to 2020 was 11.3%. The average absenteeism rate for the entire Internal Clinic between 2016 and 2020 was 25.4%. The research results among healthcare administration staff at the Internal Clinic of the University Medical Centre Ljubljana showed that employees are satisfied with job stability and regular pay. However, they are least satisfied with the salary level, which is likely one of the main causes of staff shortage. They are most burdened by the leadership's attitude towards healthcare administration and by the relationship with physicians and other healthcare staff. Regarding the possibility of staff rotation, they see the greatest advantage in gaining new work experience and knowledge in new areas of work through changing workplaces. The biggest drawback of staff rotation, however, is seen in the amount of time needed to familiarize themselves with new ways of working. Among other findings, the research also showed a high lack of motivation for staff rotation at the Internal Clinic of the University Medical Centre Ljubljana, although respondents agree that changing workplaces would bring new work experience and knowledge in new areas of work. For employees, staff rotation represents stress. Through the analysis of the results, we concluded that the surveyed employees are mostly satisfied with their colleagues, indicating good interpersonal relationships among them. If the conditions were met to introduce staff rotation at the Internal Clinic, it could lead to more effective and successful work due to the staff shortage. With regular training, alongside proper planning and continuous monitoring of employees, expected obstacles and disadvantages of staff rotation could be limited. This would not only improve the organization of healthcare administration work at the Internal Clinic of the University Medical Centre Ljubljana but also reduce the turnover rate and retain quality staff.
Keywords:	work organization, healthcare administration, staff rotation

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