目的 开发新入职护士培训系统，并评价其应用效果。 方法 通过系统建设分析、系统设计、系统开发三大步骤研制新入职护士培训系统。采用历史对照设计，将四川省某三级甲等综合医院2020级新入职护士421名设为对照组，2021级新入职护士347名设为试验组。针对对照组，实施基于企业微信的新入职护士培训；针对试验组，实施基于新入职护士培训系统的新入职护士培训。2022年8月，采用系统满意度调查表对2021级新入职护士及其带教教师、参与新入职护士培训工作的教学管理人员进行调查，了解其对系统的满意度。采用新入职护士特定胜任力量表于新入职护士培训开始时、第6、12、18、24个月测量2020级、2021级新入职护士的特定胜任力水平。 结果 新入职护士培训系统由管理与培训2个一级模块、8个二级模块，以及二级模块下的三级模块组成。新入职护士对系统的满意度得分为（92.07±13.69）分，其带教教师及教学管理人员对系统的满意度得分为（91.46±15.93）分。重复测量方差分析结果显示，两组在新入职护士培训开始时、第6、12、18、24个月的特定胜任力得分时间与组间的交互效应具有统计学意义（P<0.05）。新入职护士培训第12、18、24个月试验组特定胜任力得分高于对照组（P<0.05）。 结论 新入职护士及其带教教师、教学管理人员对系统满意度较高，该系统的运用有助于提升新入职护士的特定胜任力，可为新入职护士培训与管理的信息化建设提供参考。

Objective To develop a training system for newly recruited nurses and evaluate its application effects. Methods The new nurse training system was developed through three major steps：system construction analysis，system design，and system development. A historical control design was adopted，with 421 newly recruited nurses in a tertiary grade A general hospital in Sichuan Province in 2020 as the control group and 347 newly recruited nurses in 2021 as the experimental group. Nurses in control group received training based on Enterprise WeChat，while nurses in the experimental group received training through the newly developed nurse training system. In August 2022，a system satisfaction survey was conducted among the 2021 newly recruited nurses，their mentors，and teaching administrators involved in the training to assess their satisfaction with the system. The specific competency levels of the 2020 and 2021 newly recruited nurses were measured using the Nurse-Specific Competency Scale at the beginning of the training and at the 6th，12th，18th，and 24th months of training. Results The new nurse training system comprises two primary modules（management and training），eight secondary modules，and tertiary modules under the secondary modules. The satisfaction score of newly recruited nurses with the system was（92.07±13.69） points，and the satisfaction score of their mentors and teaching administrators was（91.46±15.93） points. Repeated measures ANOVA revealed statistically significant interaction effects between time and group in terms of the specific competency scores of newly recruited nurses at the beginning，as well as the 6th，12th，18th，and 24th months of training（P<0.05）. The specific competency scores of the experimental group were higher than those of the control group at the 12th，18th，and 24th months of training（P<0.05）. Conclusion The newly recruited nurses，their mentors，and teaching administrators expressed high degree of satisfaction with the system. The application of this system contributes to enhancing the specific competency of newly recruited nurses and can provide a reference for the informatization construction of new nurse training and management.