Abstract:

Objective To explore the optimization strategies and implementation outcomes of an in-service training model for nurses in a public hospital，so as to provide references for improving training quality and efficiency. Methods Beginning in 2020，a systematic and continuous refinements were introduced to the in-service nurse training program at a tertiary general hospital in Sichuan Province，focusing on enhancing nurses’ job competency. This optimized training model encompassed 6 core elements，including systematized training content，talented training instructors，flexible training mechanisms，information-based training platforms，diversified training methods，and extensive training evaluations. Data on training participation，satisfaction，and clinical quality indicators （2019—2024） were collected and supplemented by assessment scores and competency evaluations（2021—2024） for comparative analysis. Results From 2019 to 2024，the annual training attendance，average training hours per nurse，and training satisfaction rates increased annually. In 2024，the total annual training attendance reached 258 191；the average training hours per nurse were 17.1，and training satisfaction rate was 97.3%. Theoretical knowledge，clinical practical skills，and job competency assessment scores from 2021 to 2024 showed a significant upward trend（P<0.001），with scores in 2024 being significantly higher than those in the previous 3 years（P<0.05）. The incidence of hospital-acquired pressure injuries （stage 2 or above） and the rate of fall-related injuries in 2024 were significantly lower than those in 2023（P<0.001）. Conclusion The optimized in-service training model for nurses in the public hospital effectively improved the utilization efficiency of training resources，enhanced the comprehensive professional competence of nurses，and contributed to the improvement of clinical nursing quality.

Key words: Nurse, In-Service Training, Training Model, Job Competency, Nursing Administration Rese-arch

摘要：

目的 探讨公立医院在职护士培训模式的优化策略和实施成效，为提升培训质量及效率提供借鉴。方法 自2020年起，四川省某三级甲等综合医院以提升护士岗位胜任力为核心，对在职护士培训的关键环节进行系统性、渐进式优化，形成包括系统化培训内容、专业化培训师资、弹性化培训机制、信息化培训平台、多元化培训方法、综合性培训评价6个核心要素的培训模式。收集并比较2019—2024年护士的培训参与情况、护士对培训的满意度、临床护理质量指标，以及2021—2024年的护士培训考核成绩和岗位胜任力，以评价培训效果。结果 2019—2024年护士的年度培训总人次、人均学时数和护士对培训的满意度均逐年增加，2024年的年度培训总人次为258 191人次、人均学时数为17.1个、护士对培训的满意度为97.3%。2021—2024年护士的理论考核、临床实践能力考核和岗位胜任力考核成绩总体呈上升趋势（P<0.001），且2024年的各项考核成绩均高于前3年，差异具有统计学意义（P<0.05）。2024年2期及以上医院获得性压力性损伤发生率、跌倒伤害占比低于2023年，差异具有统计学意义（P<0.001）。结论 该研究优化了公立医院在职护士的培训模式，有效提高了培训资源利用率，提升了护士的综合执业能力，推动了临床护理质量的改善。

关键词: 护士, 在职培训, 培训模式, 岗位胜任力, 护理管理研究