伴随着对医疗领域人才水平要求的逐步提高,医院人力资源管理尤其是医院人才引进工作正在由规模化发展向精细化发展转变。当前医院人才引进过程中存在缺乏人力资源发展规划、高层次人才引进方法有待完善、人才管理能力亟须提高、科室用人需求脱离实际、忽视对于岗位胜任力的分析等问题。人力资源成熟度模型（People Capability Maturity Model,P-CMM）作为一种系统的管理理论,其具备很强的实践性,文章对人力资源成熟度模型在医院人才引进工作中的本土化应用进行相关讨论与研究,将P-CMM不同成熟度等级、过程域目标与医院人才引进工作相结合,并提出可操作性指导,具有一定的理论与实践价值。

With the gradual improvement of the requirements for talents in the medical field,hospital human resource management,especially the introduction of talents in hospitals,is changing from large-scale development to refined development．At present,there are some problems in the process of hospital talent introduction,such as lack of human resource development plan,improvement of high-level talent introduction method,improvement of talent management ability,separation of department employment demand from reality,neglect of post competency analysis,etc．People Capability Maturity Model（P-CMM）,as a systematic management idea,has strong practicality．This study discusses and studies the localization application of human resource maturity model in hospital talent introduction,combines different maturity levels and process area objectives of P-CMM with hospital talent introduction,and puts forward operational guidance It has certain theoretical and practical value．

介绍了欧洲标准评估框架(CAF)的具体内涵。从国家三级公立医院绩效考核、现代医院管理制度构建、医院高质量发展实现和全面推进健康中国建设四个方面对我国三级公立医院实施卓越绩效管理的必要性进行了分析。在此基础上,提出基于CAF的我国三级公立医院卓越绩效管理实现策略:将卓越绩效管理理念贯穿医院管理全过程;构建基于CAF的三级公立医院内部卓越绩效考核指标体系;构筑基于CAF的卓越绩效考核医院内部运行机制;打造符合院情的卓越绩效考核自评模式。