玛丽妇产医院”人力资源案例分析

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1、目录1.绪论·······························································································11.1研究背景和实践意义··································································11.1.1研究背景·········································································11.1.2实践意义························

2、·················································21.2学术价值和社会影响··································································21.2.1学术价值·········································································21.2.2社会影响·········································································41.

3、3研究思路和方法········································································51.3.1研究思路·········································································51.3.2研究方法·········································································51.4人力资源管理文献综述·····································

4、··························61.4.1传统人事管理···································································61.4.2现代人力资源管理·····························································61.4.3战略性人力资源管理··························································62.妇产医院人力资源管理理论概述···························

5、································82.1妇产医院人力资源内容·······························································82.2妇产医生的特点········································································82.2.1社会性············································································82.2.2探索性···········

6、·································································82.2.3严密性············································································82.2.4协作性············································································82.3妇产医院人力资源的特点···············································

7、·············92.3.1人力资源培养周期长··························································92.3.2人力资源是由有思想的人才个体组成·····································92.3.3妇产医院人力资源的培养和管理···········································92.4民营妇产医院