SHI Mingyue, WANG Yu, DU Yanmei, HE Xiaole, GE Wei
Objective Based on the Kirkpatrick Model, this paper evaluates the training effectiveness of job rotation for general practitioners, identifies key issues, and proposes targeted optimization strategies, in order to provide a reference for improving the training system of job rotation for general practitioners. Methods A total of 92 general practitioners undergoing job rotations in a tertiary hospital in Shaanxi Province in 2022 were selected as the research subjects. The Kirkpatrick's four levels of evaluation (reaction, learning, behavior, and results) were applied. Data were collected through questionnaire, training assessments, and feedback from grassroots healthcare institutions. The questionnaire covered satisfaction levels, the rate of knowledge and skills acquisition, and self-assessment of ability improvement before and after the training. It was scored using a Likert scale and statistically analyzed using SPSS 25.0 (t-tests and analysis of variance). Results At the level of reaction, trainees' awareness of the policy of training for job rotation and the attitudes towards participating in the training program improved, with overall high satisfaction rate. However, the scores for the departments of job rotation, time arrangements, flipped classroom/PBL/CBL models, the salary, accommodation, and foods were relatively low. At the level of learning, 92 general practitioners who completed the training of job rotations showed significant improvements in both theoretical knowledge and practical skills (P<0.05). The level of behavior revealed that the abilities of clinical decision making, patient communication, teamwork, reflection in general medical practice, and self-directed learning improved significantly (P<0.05), while research capabilities showed minimal improvement (P>0.05). At the level of results, the proportion of physicians who were satisfied with their own integrated diagnosis and treatment capabilities in general practice increased from 65.65% before the training to 82.60% after the job rotation training. Regarding employer evaluation, the proportion of those who believed that the core competencies of the physicians undergoing job rotation were fully meeting the job requirements increased from 63.04% before the training to 86.96% after the training. Conclusions The training for the job rotation effectively enhances core competencies of general practitioners. However, there are deficiencies in the training program and content, the cultivation of scientific research and innovation capabilities, the innovation of teaching models, and the training guarantee mechanism. It is suggested that through stratified personalized training, strengthened scientific research guidance, optimized teaching reforms and policy support, the post competency of general practitioners undergoing training for job rotation can be comprehensively enhanced.
