| 裘燕飞,李鸽伶,李煜静,等.构建医学创新型人才全职业生涯培养体系的实证研究——以浙江省肿瘤医院为例[J].中国肿瘤,2025,34(7):552-556. |
| 构建医学创新型人才全职业生涯培养体系的实证研究——以浙江省肿瘤医院为例 |
| Exploration and Practice on Building a Lifelong Training System for Innovative Medical Talents： Taking Zhejiang Cancer Hospital As an Example |
| 投稿时间：2025-03-31 |
| DOI：10.11735/j.issn.1004-0242.2025.07.A008 |
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| 中文关键词: 医学创新型人才 全职业生涯培养体系 人才培养 肿瘤专科医院 |
| 英文关键词:medical innovative talents full-career talent cultivation system talent cultivation specialized cancer hospital |
| 基金项目:浙江省科技计划项目（2025C35089）；2025年度浙江省医药卫生科技计划一般项目（2025KY744）；浙江省档案科技项目研究计划（2024-53） |
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| 中文摘要: |
| 摘 要：医学创新型人才培养是提升医院核心竞争力的关键战略。该研究以浙江省肿瘤医院为实践载体，构建“三阶四融五机制”医学创新型人才全职业生涯培养体系：根据人才成长规律划分“30”起步期（35周岁以下青年人才）、“40”成长期（45周岁以下业务骨干）、“50”冲刺期（50周岁以下学科带头人）三阶培养周期，创新医研融合、医教融合、医工（医信）融合、医产融合的四维度培养模式，并建立政策制度、平台资源、项目驱动、资金投入、人才队伍“五位一体”保障机制。实践表明，该体系显著提升人才发展效能：近5年成立院士工作站2个、引进院士团队10个，博士后每年进站人数从2020年4人增长至2024年58人；累计选拔3批71人次创新型人才，省部级人才项目入选69人次，位居浙江省卫生健康委员会直属医院前列；自主培育国家级人才实现“零突破”，包括国家万人计划青年拔尖人才、博士后创新人才等。“三阶四融五机制”体系通过全周期培养、多学科交叉和系统化保障，形成可复制的医学创新型人才培育范式，为肿瘤专科医院的人才战略提供重要参考。 |
| 英文摘要: |
| Abstract： Cultivating innovative medical talents is a key strategy for enhancing a hospital’s core competitiveness. Taking Zhejiang Cancer Hospital as a case study， this paper constructs a lifelong training system for innovative medical talents based on the“Triple-Phase Cultivation Framework (three stages， four integrations， five mechanisms)”. This system delineates the cultivation cycle into three stages aligned with talent development trajectories： the “30s Start-up Phase”(young talents under 35)， the“40s Growth Phase” (core professionals under 45)， and the “50s Breakthrough Phase” (academic leaders under 50). It implements a four-dimensional cultivation model integrating medicine with research， education， engineering/informatics， and industry. Furthermore， a comprehensive guarantee mechanism is established， encompassing policies & systems， platform resources， project drivers， financial investment， and talent teams. Practice demonstrates that this system has significantly enhanced talent development effectiveness. Over the past five years， the hospital has established 2 academician workstations and recruited 10 academician teams. The annual number of postdoctoral researchers has surged from 4 in 2020 to 58 in 2024. A total of 71 innovative talents have been selected across three batches， with 69 recognitions in provincial/ministerial-level talent programs， placing the hospital among the leaders within hospitals directly under the Zhejiang Provincial Health Commission. Notably， the hospital achieved a “zero breakthrough” in independently cultivating national-level talents， including recipients of the National Ten-Thousand Talent Program (Young Top Talents) and the Postdoctoral Innovative Talent Support Program. The “Triple-Phase Cultivation Framework” establishes a replicable paradigm for nurturing innovative medical talents through its full-career-cycle approach， multidisciplinary integration， and systematic support mechanisms， offering valuable insights for talent strategies in specialized cancer hospitals. |
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