Abstract：
The recruitment and retention of professionals in indirectly managed and privately managed health care institutions is governed by a different regulatory framework than in directly managed institutions. That legal framework is the Workers\' Statute, which contains its own regulatory elements in terms of bargaining power and general basic conditions, among others. The regulatory framework of the Workers\' Statute allows for a broad capacity for management, negotiation and agreement in the field of human resources management, and specifically in the processes of recruitment, selection and retention, but for some years now basic legislation and interventions by public control bodies have been incorporated which have modified this discretionarily for indirect management entities, bringing them closer and closer to the system of administrative management for civil servants/statutory employees, and consequently limiting the capacity for decision making and adaptation typical of business/private management. This article attempts to explain the similarities and differences between the different areas of management and to explore the weaknesses and opportunities of each of them in terms of recruitment, selection, and retention policies, offering a specific reflection on the selection of executives and managers, as well as an analysis and assessment of the retention of professionals in healthcare institutions.
摘要：
在间接管理和私人管理的医疗保健机构中招募和保留专业人员的监管框架与直接管理的机构不同。这个法律框架是工人法规，在议价能力和一般基本条件方面包含了自己的监管要素，在其他人中。《工人法规》的监管框架允许广泛的管理能力，人力资源管理领域的谈判和协议，特别是在招聘过程中，选择和保留，但是几年来，公共控制机构的基本立法和干预措施已经被纳入，这些立法和干预措施已经对间接管理实体进行了任意修改，使他们越来越接近公务员/法定雇员的行政管理系统，并因此限制了典型的商业/私人管理的决策和适应能力。本文试图阐述不同管理领域的异同,探讨各自在招聘方面的弱点和机会,选择,和保留政策，对高管和经理的选择进行了具体的反思，以及对医疗机构保留专业人员的分析和评估。
