专业发展计划:衡量医疗保健专业人员健康研究能力的工具。

IF 1.7 Q3 HEALTH CARE SCIENCES & SERVICES BMJ Leader Pub Date : 2024-09-25 DOI:10.1136/leader-2024-001036
Davide Bilardi, Elizabeth Rapa, Kehkashan Shah, Salvia Zeeshan, Bonny Louise Baker, Trudie Lang
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引用次数: 0

摘要

在以专业人员个人和机构框架为重点的卫生研究能力发展(HRCD)行动中,已经投入了大量资金。然而,现行的方法往往优先考虑具体的研究项目,而不是加强卫生研究专业人员(HRPs)能力的明确战略,特别是在中低收入国家。尽管认识到其局限性,但这种隐性方法依然存在,导致缺乏有效的人 力资源开发战略。此外,由于缺乏全球统一的机制来评估人与生物圈发展倡议,因此为这些倡议确定明确的成功基准变得更加复杂。对人权责利与发展战略的评估主要侧重于对具体干预措施的干预前和干预后评估,往往忽视了能力发展的大背景。因此,必须采用更加系统的方法来衡量人力资源开发,特别是个人层面的人力资源开发。本文介绍了专业发展计划(PDS)的设计和范围,该工具旨在量化人力资源规划人员的人力资源开发。专业发展计划由四个核心部分组成,包括专业经历、资历和对 325 项关键能力的自我评估,用户可以通过该计划证明自己在研究技能方面的现有优势和可能需要改进的地方。提交的个人资料会经过严格的审核,以确保能力评估的忠实性和统一性。PDS 可以为评估和提高高级专业人员的研究能力提供一种结构化方法。通过重点关注特定技能并采用明确的评估方法,PDS 旨在克服以往方法的不足,促进全球卫生研究能力的发展。
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Professional development scheme: a tool to measure health research competencies in healthcare professionals.

Significant investments have been made in health research capacity development (HRCD) initiatives focusing on individual professionals and institutional frameworks. However, prevailing approaches often prioritise specific research projects over explicit strategies for strengthening the capacities of health research professionals (HRPs) particularly in low and middle-income countries. Despite recognition of its limitations, this implicit approach persists resulting in a lack of effective HRCD strategies. Additionally, the absence of globally standardised mechanisms for evaluating HRCD initiatives makes it more complex to define clear success benchmarks for these initiatives. Evaluations of HRCD strategies predominantly focus on pre-intervention and post-intervention assessments of specific interventions often neglecting the broader context of capacity development. Consequently, there is an imperative for a more systematic approach to measuring HRCD, particularly at the individual level.This paper describes the design and the scope of the Professional Development Scheme (PDS), a tool designed to quantify HRCD among HRPs. Structured across four core sections including professional experiences, qualifications and the self-evaluation of 325 key competencies, the PDS allows users to generate evidence of existing strengths and possible areas of improvement in their research skills. Profile submissions undergo rigorous moderation to ensure fidelity and uniformity in competency evaluation.The PDS can offer a structured approach to assessing and improving research capacities among HRPs. By focusing on specific skills and employing clear evaluation methods, the PDS aims to overcome the shortcomings of previous approaches and promote development in global health research capacity.

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来源期刊
BMJ Leader
BMJ Leader Nursing-Leadership and Management
CiteScore
3.00
自引率
7.40%
发文量
57
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