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病院組織における経営マネジメント職の人材開発 : 人材の差異化促進へ向けた今後の展望
http://hdl.handle.net/10191/50110
http://hdl.handle.net/10191/50110e43e86f9-5957-477f-944a-31d70a5f72f1
| 名前 / ファイル | ライセンス | アクション |
|---|---|---|
66_201-218.pdf (434.1 kB)
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| Item type | 紀要論文 / Departmental Bulletin Paper(1) | |||||
|---|---|---|---|---|---|---|
| 公開日 | 2018-05-24 | |||||
| タイトル | ||||||
| タイトル | 病院組織における経営マネジメント職の人材開発 : 人材の差異化促進へ向けた今後の展望 | |||||
| タイトル | ||||||
| タイトル | 病院組織における経営マネジメント職の人材開発 : 人材の差異化促進へ向けた今後の展望 | |||||
| 言語 | en | |||||
| 言語 | ||||||
| 言語 | jpn | |||||
| キーワード | ||||||
| 主題Scheme | Other | |||||
| 主題 | 体系的な人材育成システム | |||||
| キーワード | ||||||
| 主題Scheme | Other | |||||
| 主題 | 人材の差異化 | |||||
| キーワード | ||||||
| 主題Scheme | Other | |||||
| 主題 | 規範とアーキテクチャ | |||||
| キーワード | ||||||
| 主題Scheme | Other | |||||
| 主題 | ティール組織 | |||||
| キーワード | ||||||
| 主題Scheme | Other | |||||
| 主題 | 自己エスノグラフィー | |||||
| 資源タイプ | ||||||
| 資源 | http://purl.org/coar/resource_type/c_6501 | |||||
| タイプ | departmental bulletin paper | |||||
| その他のタイトル | ||||||
| その他のタイトル | Human Resource Development of Medical Administrators in a Hospital Organization : Future Prospects for Promotion Differentiation of Human Resources | |||||
| 著者 |
簱, 康之
× 簱, 康之 |
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| 著者別名 | ||||||
| 識別子Scheme | WEKO | |||||
| 識別子 | 55642 | |||||
| 姓名 | Hata, Yasuyuki | |||||
| 抄録 | ||||||
| 内容記述タイプ | Abstract | |||||
| 内容記述 | In the future, in hospital organization management where harsh environments are anticipated, the role of medical administrator is important. In hospital organizations where diverse professionals collaborate, medical administrators are not nationally qualified, but key persons who communicate organizational policy, connect each professional, empower them, and realize good organizational management. In the past, although human resource development of medical administrator has been neglected until recently, in advanced hospitals, strategic human resource development has been practiced by constructing a systematic human resource development system. But here we should not ignore the potential existence of the pitfall of the reproduction of uniform human resources. For designing innovative organizations that will be required in the future, it is necessary to design norms and architectures to promote differentiation of human resources. In other words, the design of innovative organizations is to foster autonomy and parties of organization members by exploring the new organization structure and building a learning environment that mobilizes every actor (human and non-human). As research methodology for that, researchers who are also members of the organization mediate the dialogue of the people of the organization, and autoethnography which explores the ideal human resource development by co-creation of stories is useful. | |||||
| 書誌情報 |
現代社会文化研究 en : 現代社会文化研究 巻 66, p. 201-218, 発行日 2018-03 |
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| 出版者 | ||||||
| 出版者 | 新潟大学大学院現代社会文化研究科 | |||||
| ISSN | ||||||
| 収録物識別子タイプ | ISSN | |||||
| 収録物識別子 | 13458485 | |||||
| 書誌レコードID | ||||||
| 収録物識別子タイプ | NCID | |||||
| 収録物識別子 | AN1046766X | |||||
| 著者版フラグ | ||||||
| 値 | publisher | |||||
