2019年安徽高校人文社会科学研究项目（SK2019A0157）
目的：探索建立并完善大型公立医院青年博士考核机制，促进青年博士人才的良性发展。方法：根据岗位、职称、入院时间和博士学习形式的不同，描述性分析医院177位青年博士考核结果之间的差异以及考核指标对结果的影响。结果：入院三年的博士较入院一年或五年的博士更易取得优秀结果，同时在职培养博士考核结果优于引进博士。结论：医院可通过完善考核指标体系、正确处理在职培养和引进人才的关系，建立“能上能下”的人员管理体系，进一步发挥博士考核的最大效能。
Objective：To explore and establish the assessment mechanism of young doctoral talents in large public hospitals，to promote the benign development of young doctoral talents. Methods：The examination results of 177 young doctors in the hospital were analyzed according to different posts，professional titles，admission time and learning forms of doctoral degree，and the impact of assessment indicators on the results. Results：Doctors who have been worked for three years are more likely to achieve excellent results than doctors who have been worked for one or five years. The results of on-the-job training doctors were better than imported doctors. Suggestion：There are three ways to maximize the effectiveness of doctoral assessment，including to improve the assessment index system，to deal with the relationship between introducing talents and cultivating talents correctly and to build the “up -down” personnel management system