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發展重症單位加護新進人員教育訓練方案－通往成功的階梯
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Journal Article
發展重症單位加護新進人員教育訓練方案－通往成功的階梯
2024
Overview
背景：隨著新冠疫情發展，護理人力短缺問題更為嚴峻。尤其是應屆畢業生因疫情而減少實質臨床實習時數，使其臨床技能較為不足，再加上重症單位的複雜性，更增加新進人員的壓力、降低自信度，導致離職率上升。目的：發展一個適切性提升重症單位新進人員臨床照護技能及其自信度之新人「階梯式訓練方案」，並評估其成效。解決方案：依據PDDRO模式概念以計畫（plan）、設計（design）、執行（do）、查核（review）和成果（outcome）來執行，發展以新人為中心、具個別性之階梯式訓練方案。除了新人的共通訓練之外，提供三階段的重症教育訓練，強化技術操作能力、身體評估判斷能力及溝通與團隊合作能力。過程中將以多元評量方式針對新人的臨床技能熟練度及自信度做評值，並依據新人能力個別地調整訓練模式直至達到訓練目標。結果：重症教育訓練的三階梯方案，50位新人完成三階梯訓練模式，主要效益發現新人平均知能分數由79.3分上升至92.3分，工作能力自信度由1.69分提升為2.53分以上，介於部分自信至很有自信之間，均達顯著差異。新進人員留任率由原本推動前的75%上升至84%，訪談人員表示經由此訓練可提升臨床照護能力熟練度，具有自信度可以勝任照護的工作。結論：超前部署的階梯式訓練建立醫院護理新人培訓制度，以因應疫情後台灣護理人力體系的復原與再建，本專案足以成為新人訓練的成功模型，有效人力留任以創造穩定優質的工作職場。
