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Identifying strategic human resource management ability in the clinical departments of public hospitals in China: a modified Delphi study

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Feng, Xingmiao, Qu, Ying, Sun, Kaijie, Luo, Tao, Meng, Kai·2023·BMJ Open
DOI 10.1136/bmjopen-2022-066599PMC PMC10030578
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Abstract

Objectives: Chinese public hospitals are managed like a bureaucracy, which is divided into two levels of hospital and departmental management. Improving strategic human resource management ability (SHRMA) within clinical departments can improve department performance and service quality, which is an important way for public hospitals to obtain an advantage in a diversified competitive medical market. However, there is a lack of specialised evaluation tools for SHRMA in clinical departments to support this effort. Therefore, this study aims to develop an index for evaluating the SHRMA of clinical departments in public hospitals. Study design and setting: The Delphi technique was carried out with 22 experts, and an evaluation index of the SHRMA in the clinical departments of public hospitals was constructed. The weight of each indicator was calculated by the intuitive fuzzy analytic hierarchy process. Results: The SHRMA index constructed in this study for the clinical departments in public hospitals includes 5 first-level indicators, 13 second-level indicators and 36 third-level indicators. The first-level indicators are distributed in weight among human resource maintenance (0.204), human resource planning (0.201), human resource development (0.200), human resource stimulation (0.198) and human resource absorption (0.198). The top three weighted indicators on the second level are job analysis and position evaluation (0.105), career management (0.103) and salary incentivisation (0.100). Conclusions: The index constructed in this study is scientific and feasible and is expected to provide an effective tool for the quantitative evaluation of SHRMA in the clinical departments of public hospitals in China.

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  • Through departmental satisfaction modeling in budgetary simulations, students observed direct trade-offs (e.g., "a 10% increase in equipment investment raised surgical satisfaction by 6.2% but reduced medical department satisfaction by 3.8%"), thereby internalizing marginal utility principles and resource allocation compromises.

    “Through departmental satisfaction modeling in budgetary simulations, students observed direct trade-offs (e.g., “a 10% increase in equipment investment raised surgical satisfaction by 6.2% but reduced medical department satisfaction by 3.8%”), thereby internalizing marginal utility principles and resource allocation compromises [21].”

    From Reforming hospital management education with the P-MASE pedagogy: a randomized controlled trial (2026) · cites this paper as [21]

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Cited by

Sorted by citations

Authors
Feng, X., Qu, Y., Sun, K., Luo, T., & Meng, K.
Affiliations
Capital Medical University (CN)
Corresponding author
  • Luo, Tao
  • Meng, Kai
ORCID
Venue
BMJ Open
Publisher
BMJ
Published
2023-03
Volume
13
Issue
3
Pages
e066599
ISSN
2044-6055 (ISSN-L)
DOI
10.1136/bmjopen-2022-066599
PMC
PMC10030578
OpenAlex
W4324349850
Cited by
15
References
0
Citations by year
2026: 7 · 2025: 5 · 2024: 3
FWCI
3.36
Type
journal article
Language
en
Open access
Licence
Locations
  • BMJ Open (publishedVersion, cc-by-nc)
  • PubMed Central (publishedVersion, cc-by-nc)
  • PubMed (publishedVersion)
  • DOAJ (DOAJ: Directory of Open Access Journals) (submittedVersion, cc-by-sa)
  • HighWire Press Open Archive (submittedVersion)
Funders
National Natural Science Foundation of China (72074160)
Topics
  • Health Sciences › Health Professions › Health Information Management › Healthcare Quality and Management
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Human Resource and Talent Management
  • Health Sciences › Health Professions › General Health Professions › Health Services Management and Policy
Keywords
strategic human resource management, clinical departments, public hospitals, evaluation metrics, workforce planning, human resource development, job analysis, career management, performance-based pay, hospital management, China
MeSH terms
China, Delphi Technique, Hospitals, Public, Humans, Quality Indicators, Health Care

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