年內，專為員工而設的全人關顧午間講座系列涵蓋各式各樣的主題。
醫院管理局主席梁智仁教授應邀於二零一四年十一月十四日主講
「養生之道」，而新界東醫院聯網總監熊志添醫生則擔任客席主持
The Lunch and Learn series targeting staff members featured a wide range
of topics during the year. Prof. John C.Y. LEONG, Chairman of the Hospital
Authority was invited to deliver a talk on “A Way of Keeping Good Health”
on 14 November 2014, with Dr. Chi-tim HUNG, Cluster Chief Executive of
the New Territories East Cluster as the guest presenter
員工緊急事故支援小組主辦農曆新年遊戲「喜氣『陽』
『羊』」
Chinese New Year Game booth operated by CIST
ᶣᇠɛ˓ॹձᔖࡰ
ݴ
̰
鑑於內科部醫生流失率於去年大幅增加，
本院其中一項重點工作是要確保臨床團隊
有足夠專才。為紓緩人手短缺問題，部門
採取多項即時措施，包括透過聘請副顧問
醫生，挽留現有人才；從聯網醫院調配富
經驗的臨床人員，支援病人服務；推行特
別薪酬工作計劃，藉以增加人力支援等。
本院特別舉辦員工論壇，冀進一步改善部
門員工之間溝通、加強協作與歸屬感。為
日漸老化人口提供更佳服務，並協助應付
傳染病所帶來的各種挑戰，本院新聘一位
深切治療部的顧問醫生以配合運作需要。
我們亦與聯網醫院攜手合作，優化各項培
訓和發展計劃，藉以加強員工的臨床工作
與管理能力。長遠而言，本院將透過周年
工作計劃爭取資源去加強人手，以激勵高
質素團隊。我們亦透過聯網規劃重新檢視
本院定位，從而為前線員工提供更有效的
即時支援。
本院致力為同事締造一個積極互助的工作
環境，從而為大眾提供專業和全人關顧的
服務。為協助護理科支援員工早日適應工
作環境，以減低相關人員流失率，中央護
理部自二零一四年四月起安排新入職員工
參與一項「關懷先導計劃」。該計劃設有首
天工作日入職導引活動，並於首二至三個
Allay Staff Shortage and High Turnover
Ensuring an adequate and competent workforce of clinical staff
became a major concern in the past year, as the turnover rate of
doctors from the Department of Medicine increased significantly.
To allay the staff shortage, the department implemented immediate
measures to retain the existing talents through the recruitment of
associate consultants, rotation of experienced clinical staff from
the cluster hospitals in support of the patient services and use of
Special Honorarium Scheme (SHS) to increase manpower support.
Staff engagement forums were organized to further improve the
communication and collaboration among the staff members of
the department. To meet the operational needs of our hospital, to
better serve our ageing population and to cope with the various
challenges of emerging infections, a new Consultant specializing
in Intensive Care Unit was appointed. In addition, training and
development initiatives were enhanced in collaboration with
the cluster hospitals to strengthen clinical and management
competence for the staff members. Tomotivate the quality workforce
in the long run, manpower support would be further enhanced
through annual plan bidding exercise. Another strategic response
to addressing the clinical manpower constraint was to review
the role of AHNH in the cluster plan, in an attempt to enhance the
onsite support for the frontline staff.
AHNH attaches great importance to offering a collaborative and
progressive work environment for our staff members who go on in
the delivery of holistic care and professional services. To enhance
adaptation and minimize turnover of care related supporting
staff, CND has piloted a Care Programme for new recruits starting
from April 2014. The Programme, featuring an orientation on the first
day of duty and ward or unit visits for the first two to three weeks,
58
