| 引用本文：田淼淼, 张小娟, 朱坤.我国乡镇卫生院人力资源流动现状、问题与对策研究[J].中国卫生政策研究,2016,9(6):32-37 |
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| 我国乡镇卫生院人力资源流动现状、问题与对策研究 |
| 投稿时间：2015-10-30 修订日期：2016-01-04 PDF全文浏览 HTML全文浏览 |
| 田淼淼, 张小娟, 朱坤 |
| 中国医学科学院医学信息研究所 卫生政策与管理研究中心 北京 100020 |
| 摘要:目的：了解我国乡镇卫生院人力资源流动现状，分析其主要原因，为制定适宜的基层卫生人力资源发展政策提供依据。方法：对全国6个省18个县(区)296家乡镇卫生院2012—2013年人员流动情况进行问卷调查和深入访谈。结果：2012—2013年，乡镇卫生院人员总体流动率由9.67%上升至13%，流入人数多于流失人数；流入人员多为应届毕业生，入编率为47%；流失人员大多为编制内技术骨干，且流失率逐年上升，“低进高出”问题凸显。其主要原因为：乡镇卫生院招聘条件与岗位吸引力之间、激励机制建设与人员职业发展之间、卫生院转型与医务人员价值认同之间以及流入人员与流失人员职能补充之间矛盾突出。结论与建议：建立适宜的人才引进机制和灵活的用人机制，保证人员“进得来”；建立激励性的收入分配机制，充分调动乡镇卫生院人员积极性；强化政策支持，保障人员的稳定性；建立人才培养创新机制，强化团队服务。 |
| 关键词:乡镇卫生院 卫生人员 人员流动 |
| 基金项目:国家卫生计生委基层司委托项目 |
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| The status quo, problems and countermeasures of human resource turnover in township hospitals of China |
| TIAN Miao-miao, ZHANG Xiao-juan, ZHU Kun |
| Center for Health Policy and Management, Institute of Medical Information, Chinese Academy of Medical Sciences, Beijing 100020, China |
| Abstract:Objective: The study aims to understand the status of mobility of human resources in township hospitals, and to analyze the main reasons, which could provide the basis for the development of primary health workers development strategies and policies. Methods: Data of the human resource turnover from 2012 to 2013 were collected by questionnaires and in-depth interviews from 296 township hospitals located in 18 counties of six provinces nationwide. Results: From 2012 to 2013, the human resource turnover rate rose from 9.67 to 13% in township hospitals. Inflow workers were more than outflow ones, and most of them were fresh graduates, which made 47% of them being authorized into the series. Most of outflow workers were considered as the technical backbone in township hospitals and the flow rate increased as time passed, due to the low price highlights. The main reasons come down to the imbalance development between the recruitment conditions and job attraction, the incentive mechanism construction and career development, transition between hospitals and medical personnel as well as the recognition of the value added among inflow workers and outflow staff functions contradiction. Conclusions and suggestions: The appropriate personnel recruitment system and the flexible employment mechanism should be established, and incentive mechanisms of income distribution should be improved with the purpose to arouse the enthusiasm and motivate people to enter. In addition, strengthening the policy support should be emphasized to ensure the stability of personnel and establish their brainstorming mechanism to strengthen the team service. |
| Key words:Township hospital Health personnel Human resource turnover |
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