Designing a system for succession clinical management jobs for public hospitals

Among the ever-increasing environmental challenges and the increasing value of intellectual capital, the need for action to continue to manage and promote employees is more than ever evident. These facts set the issue of managerial success as one of the most significant debates in the scientific and management centers of the past two decades of developed countries. The purpose of this study was to design a system for coordinating clinical management practices for government hospitals. The present study is applied in a quantitative and quantitative way, which is done in a cross-sectional manner.

First, by reviewing previous studies and studies using experts' opinions, criteria for selection and development of successors of clinical management jobs were identified and categorized in five main categories along with sub-criteria. A questionnaire containing paired matrices was prepared. The questionnaire was completed by a statistical population of the hospital administrators including the director of the hospital, the director of quality, the human resources director, the nursing office staff (10 people). The criteria were then ranked according to the fuzzy hierarchical analysis method.

The findings of the study showed that the highest knowledge and expertise criterion (weight = 0.25) and the highest communication priority (weight = 0.15) had the lowest priority in the selection and development of clinical management jobs. According to the results of the research, it should be acknowledged that the proposed successor model for clinical management practices in government hospitals of Iran consists of five main effective factors, including knowledge and expertise, personality traits and management skills, experience and communication.

Therefore, considering all these factors, the establishment and implementation of the successor plan could provide successful clinical management jobs for state hospitals.