diplomsko delo
Jasmina Petaci (Author), Darja Ovijač (Reviewer), Andrej Starc (Mentor)

Abstract

Uvod: Pomanjkanje kadra v zdravstvenih zavodih predstavlja zdravstvenim organizacijam velik organizacijski problem, ki ima negativne vplive na delovanje zdravstvene organizacije. Namen: Želeli smo izdelati model izobraževanja in program kroženja za določeno skupino delavcev, ki bodo krožili na specifičnih deloviščih znotraj Onkološkega inštituta. Metode: V teoretičnem delu je bil narejen pregled relevantne literature in predhodno narejenih raziskav. Raziskovalno delo je potekalo kot akcijsko raziskovanje na Onkološkem inštitutu. Uporabili smo kvalitativno metodo opazovanja z udeležbo, s katero smo želeli ugotoviti, katera so specifična dela in naloge posameznih delovnih mest, ter analizo dokumentov. Podatki so bili obdelani ročno. Rezultati: Predmet opazovanja je bilo 12 delovnih mest na 5 oddelkih Onkološkega inštituta. Skupno na oddelkih izvajajo 63 za oddelke specifičnih postopkov oziroma diagnostično terapevtskih posegov. Na dveh od petih oddelkov še niso standardizirali skupno 22 postopkov oziroma diagnostično terapevtskih posegov. Ugotovili smo sorodnosti med oddelki in sicer glede na delo z odprtimi viri sevanja, glede na izvedene diagnostično terapevtske posege, ter glede na specifično teoretično znanje o boleznih dojk. Razprava in sklep: Zaradi gospodarske in politične krize v Sloveniji so osnovni principi kadrovske politike porušeni. Zaradi naraščajočega trenda staranja prebivalstva se po eni strani drastično dviguje povpraševanje po storitvah v zdravstvu, hkrati pa se zaradi ukrepov za uravnoteženje javnih financ krčijo sredstva za zagotavljanje zadostnega števila zaposlenih in omejuje zaposlovanje v javnem sektorju, kar preprečuje zavodom zaposlovanje novih delavcev. Kadrovska politika organizacij se bo, če bomo hoteli zadostiti potrebam po storitvah, morala spremeniti. Ena od rešitev vprašanja pomanjkanja kadra je kroženje kadrov, ki velja za učinkovito orodje za uspešno izvajanje strategije kadrovske politike. Z vpeljavo programa kroženja kadra bi preprečili odpovedi preiskav, saj bi vedno imeli na voljo nabor delavcev, ki bi manjkajočega delavca lahko nadomestili. Da bi z gotovostjo potrdili hipoteze tega diplomskega dela, bi bilo potrebno poskusno vpeljati predlagani model v prakso.

Keywords

diplomska dela;zdravstvena nega;organizacija dela;menedžment;kroženje delavcev;

Data

Language: Slovenian
Year of publishing:
Typology: 2.11 - Undergraduate Thesis
Organization: UL ZF - University College of Health Studies
Publisher: [J. Petaci]
UDC: 616-083
COBISS: 5262699 Link will open in a new window
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Other data

Secondary language: English
Secondary title: Overcoming staff deficits with a job rotation model
Secondary abstract: Introduction: Staff deficit in health care organisations is a major managerial problem with negative impact on the undertaking of the organisation. Aim: We wished to build an educational model and rotation program for a specific group of workers that will be rotating on specific workplaces inside the Institute of Oncology. Methods: A review of relevant literature and previous studies was conducted for the theoretical part of the diploma work, and an action research strategy was used for the empirical part. The research method was a combination of qualitative participant observation where we aimed to identify specific tasks for every workplace involved, and document analysis. The data was analysed manually. Results: The object of observation was the 12 different workplaces in 5 Institute of Oncology wards. Altogether we observed 63 ward specific diagnostic or therapeutic procedures were performed on these wards. Two out of five wards have not yet standardised 22 of those procedures. Similarities between wards were observed in the areas of working with open sources of radiation, performing the same diagnostic or therapeutic procedures or utilising specific knowledge about breast diseases. Discussion and conslusion: The economic and political crisis in Slovenia has led to the reconstruction of basic principles of staff policy. The aging population increases the demand for health related services. And yet due to the measures taken to balance public finances, the resources needed to maintain a satisfactory number of staff are being reduced. That prevents the organisations from hiring new workers. Staff policy of organisations will have to change to facilitate the increasing service demand. One possible solution is staff rotation which is an efficient tool for successful implementation of the strategies of staff policy. By introducing a staff rotation program cancelations of procedures could be prevented. The organisation would have a group of trained staff available at any given time and any member of that group could take the place of the missing worker. To confirm the hypotheses of this diploma work in the actual organisation, the suggested model would have to be implemented into existing practice for a trial period.
Secondary keywords: diploma theses;nursing care;work organisation;management;staff rotation;
Type (COBISS): Bachelor thesis/paper
Study programme: 0
Embargo end date (OpenAIRE): 1970-01-01
Thesis comment: Univ. v Ljubljani, Zdravstvena fak., Oddelek za zdravstveno nego
Pages: 35 str., [34] str. pril.
ID: 10840820