2025 年第 7 期 第 20 卷

基于国家心血管疾病临床医学研究中心架构的高层次人才培养体系探索

Exploration of a high-level talent training system based on the architecture of the National Clinical Research Center for Cardiovascular Diseases

作者：麻晓卯加瑞刘国华马佳段宁李泊锜杨波

英文作者：Ma Xiaomao Jia Rui Liu Guohua Ma Jia Duan Ning Li Boqi Yang Bo

单位：首都医科大学附属北京安贞医院人力资源部，北京100029

英文单位：Department of Human Resources Beijing Anzhen Hospital Capital Medical University Beijing 100029 China

关键词：人才培养；国家心血管疾病临床医学研究中心；人才结构；评价方法；绩效薪酬

英文关键词：Talenttraining;NationalClinicalResearchCenterforCardiovascularDiseases;Talentstructure;Evaluationmethod;Performancecompensation

• 摘要：

• 本文基于国家心血管疾病临床医学研究中心的平台架构，系统探索首都医科大学附属北京安贞医院高层次复合型人才培养体系。通过整合国家区域医疗中心、科技创新基地及全国心血管协作网络资源，我们构建起覆盖临床诊疗、科研创新、技术转化与管理的立体化培养矩阵。在临床层面建立“顶级术者-学科骨干-青年医师”三级医疗团队；在科研领域形成“学科创新-多学科团队协作诊疗攻关-多领域应用示范”培养链；同时依托医校医企联合实验室推进医工融合人才培养。另外也揭示了当前本院面临着人才结构失衡、评价机制局限及薪酬体系滞后三大挑战，并针对性提出“调结构-精评价-优薪酬”三维改革策略。为公立医院依托特色平台构建高层次人才培养体系提供实践范本，对推进国家医学中心体系下的人才梯队建设具有重要参考价值。

• Based on the platform architecture of National Clinical Research Center for Cardiovascular Diseases, this paper systematically explores the high-level compound talents training system of Beijing Anzhen Hospital, Capital Medical University. By integrating the resources of national regional medical centers, scientific and technological innovation bases and the national cardiovascular cooperation network, we have constructed a three-dimensional training matrix covering clinical diagnosis and treatment, scientific research innovation, technology transformation and management. At the clinical level, a three-level medical team of "top surgeon-discipline backbone-young doctors" has been established. In the field of scientific research, a training chain of "discipline innovation, multidisciplinary team collaborative diagnosis and treatment, and multi-field application demonstration" has been formed. At the same time, relying on the joint laboratory of medical school, medical enterprise, it has promoted the training of medical and engineering integration talents.In addition, the hospital is faced with three major challenges: the imbalance of talent structure, the limitation of the evaluation mechanism, and the lagging salary system, and proposes a three-dimensional reform strategy of "structural adjustment, refined evaluation, and optimal salary". It provides a practical model for public hospitals to build a high-level talent training system based on their characteristic platforms, and has important reference value for promoting the talent echelon construction under the national medical center system.