摘要
I
KM 集团华北大区后备人才培养方案设计
摘要
第三方独立医学实验室又称独立医学实验室、第三方医学实验室，
是社会化服务的医疗机构，在卫生资源的优化配置、医疗检验资源的
节约投入上有重要作用。独立医学实验室能够有效地提升检验检测的
质量和工作效率，减少检验检测错误的发生。在欧美日韩等发达国家，
独立医学实验室承担了社会上三分之一的临床检验份额。国外比较成
熟的第三方独立医学实验室不仅开展了临床诊断服务，还面向社会上
其他医疗机构开展外包服务业务，面对患者也可以直接提供检测和诊
断的服务。独立医学实验室已经逐渐成为社会医疗服务的一项重要并
且有益的补充

我国在独立医学实验室的研究和投入比较晚，当前主要检验工作
和业务大多是在医院进行，而随着市场需求的增加，医院检验科承担
的检验检测压力越来越大，独立医学实验室也就成为提供医学检验检
测服务的另一个途径。我国对于独立医学实验室的准入门槛设置较高，
不仅需要过硬的技术手段和资质，对于专业人才同样有较高的要求

对于独立医学实验室提供服务质量水平的评判，高水平的专业人才的
素质和质量是重要的评判关键

KM 集团作为中国医学检验检测行业的领跑者，对于人才需求也摘要
II
非常大，在快速发展过程中需要不断满足各类人才缺口。由于检验医
疗服务行业的特殊性，对于人才的吸收和培养很难从外部直接进行招
聘，更多的还是依赖于内部的培养。因此，如何建立科学、合理、有
效的后备人才培养体系，提升企业的后备人才培养能力，为企业提供
持续发展的动力就显得尤为重要。本文将对医疗人才和人才培养等方
面的理论知识进行梳理，分析 KM 集团华北大区当前的人力资源现状，
寻找 KM 集团华北大区存在的人力资源问题和人才需求，提出未来
2-3 年后备人才的培养计划及具体实施方案，提出人力资源管理的策
略及建议。希望能够通过后备人才的培养计划，打造企业的核心竞争
力和持续发展的动力，为企业高速发展保驾护航

关键词：第三方独立医学实验室；医疗；人才培养；培养模式ABSTRACT
III
RESEARCH ON THE PLAN OF RESEARVE TLAENTS IN KM
GROUP NORTH CHINA REGION
ABSTRACT
Third-party independent laboratory medicine is a medical social service institutions in
optimizing the configuration of health resources,there is an important role in the conservation of
resources invested medical examination.Third-party independent medical laboratory can
effectively improve the quality and efficiency of testing,inspection and reduce the occurrence of
errors. Developed countries in Europe,third-party independent medical laboratory bear a third of
the clinical examination. Third Party independent medical laboratory mature not only to carry out
clinical diagnostic services,but also for other medical institutions outsourcing business，in the face
of patients can also provide diagnostic services directly. Third-party independent medical
laboratory has gradually become an important complement to medical services.
Our research and investment in third-party independent medical laboratory relatively
late,most of the current major inspection work and business is in the hospital,and with the
increasing market demand,the hospital assumed increasing pressure testing,third-party
independent medical experiments room has become another way to medical examination. Our
grass-setting a higher entry for prospective third-party independent medical laboratories requires
not only excellent technology and qualifications for professionals also have higher requirements.
For third-party independent medical evaluation of laboratory quality standards,quality and quality
professionals it is important to judge the key.
KM Group,as a Chinese medical laboratory industry leader for talent demand is also growing.
Due to the special nature of the medical services industry inspection， for personnel to absorb and
train hard to recruit directly from the outside,more or rely on the internal culture. Therefore,how to
establish a scientific,rational and effective back-up personnel training system， to enhance the
ability of enterprises reserve personnel training， providing driving force for sustainable
development it is particularly important. Theoretical knowledge will be medical personnel trainingABSTRACT
IV
in this article to sort， analyze the current status of human resource KM Group in North
China region， looking for human resources and personnel needs of the company， we propose
training programs and complementary programs Talented reserve talents for formulation
development of reserve talents career development plan， put forward the human resources
management strategy. We hope to be able to build the core competitiveness of enterprises through
the reserve personnel training plans and programs.
Graduate student：Li Chao (MBA)
Supervised by Bao Xinren
Keywords: Third-party Independent Medical Laboratories；Medical；Personnel Training；
Training Mode目录
V
目 录
摘要 ...I
ABSTRACT... III
1 绪论 ...1
1.1 选题依据.......1
1.2 研究背景及意义.......1
1.2.1 理论背景.........2
1.2.2 研究意义.........2
1.3 研究内容与方法.......3
1.3.1 研究内容.........3
1.3.2 研究方法.........4
1.4 论文结构框架...........4
1.5 论文创新点及不足...5
2 相关理论及研究文献综述 ...6
2.1 人才理论.......6
2.1.1 人力资本和人才理论...........6
2.1.2 人才储备战略...........6
2.1.3 人才培训理论...........7
2.2 相关研究综述...........7
2.2.1 知识员工研究...........7
2.2.2 医学人才研究...........8
2.2.3 胜任力模型研究.......8
2.2.4 人才梯队研究...........9
2.2.5 “721”模式研究......10
3 KM 集团华北大区人力资源现状 .. 11
3.1 行业与企业状况......11
3.1.1 行业概况.....11
3.1.2 企业概况.....12
3.2 人力资源现状分析.12
3.2.1 人力资源基本情况.12
3.2.2 培训现状及需求分析.........17
3.2.3 人才市场供应情况.20
3.3 人才培养面临的问题.........20
3.3.1 人才培养目标不明确、缺乏系统性...........20
3.3.2 人才培养的形式单一.........
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