| Summary: | 碩士 === 弘光科技大學 === 健康事業管理研究所 === 106 === Establishing competence helps the organization to identify the ability and needed behavior to produce high performing employees. In the healthcare industry, human-intensive and specialized technology is one of their characteristics which makes the function of the professional competency highly important for human resources management in the hospital. Therefore, the purpose of this study is to develop professional competencies and its definition to build professional competency models for non-physician staff.
This study takes one hospital as the case and used Job Competence Assessment Method (JCAM) to evaluate 13 categories of non-physician staff and their supervisors. The non-physician staff was divided into three categories: nurses and nursing assistants, medical personnel and administrative personnel. First, with the help of literature review, in-depth interviews, and expert validity analysis, 20 professional competencies and definitions were developed in this research. Then, electronic questionnaires were used as research variables to the non-physician staff and their supervisors' opinions in the importance of professional competencies. In the latter, Nominal Group Technology (NGT) was used to collect 9 person who are experts in human resource management in order to evaluate the importance of professional competencies and determine professional competency models of non-physician staff through consensus meeting. Afterwards, this research was able to produce the following results: (1) 20 professional competencies which include affinity care, teamwork, work management, self-promotion, social extroversion, achievement orientation, openness and innovation, diligence and responsibility, problem solving, implementation, enthusiasm, faithfulness and integrity, proactive approach, quality orientation, customer orientation, strain capacity, interpersonal communication, analytical thinking, stress tolerance and risk pre-response. (2) the common professional competencies of the nurses and nursing assistants are diligence and responsibility, enthusiasm, problem-solving, and work management; the common professional competencies of medical personnel are enthusiasm, diligence and responsibility, work management, problem-solving and teamwork; the common professional competencies of administrative personnel are diligence and responsibility, teamwork, enthusiasm, proactive approach and problem-solving.
The results not only provides an empirical contribution to the construction of professional competencies and models, but also offers a foundation for the application and development of the healthcare industry, and promote it towards the goal of "Competency-based HRM".
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