| 引用本文：郝志强, 程明羕, 姜金星.我国贫困地区卫生人才队伍建设现状及对策研究——以G省为例[J].中国卫生政策研究,2020,13(7):15-19 |
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| 我国贫困地区卫生人才队伍建设现状及对策研究——以G省为例 |
| 投稿时间：2020-04-28 修订日期：2020-06-10 PDF全文浏览 HTML全文浏览 |
| 郝志强1, 程明羕2, 姜金星1 |
1. 徐州医科大学 江苏徐州 221004;
2. 国家卫生健康委员会科技教育司 北京 100044 |
| 摘要:目的：了解贫困地区卫生人才队伍建设现状及存在的问题，为优化卫生人才队伍建设提供对策与建议，不断提高贫困地区医疗卫生服务能力，助力健康扶贫。方法：以《2019国家卫生健康统计年鉴》数据为基础，采用SPSS22.0统计软件对G省卫生人才现存总量及构成进行比较分析；根据《“健康中国2030”规划纲要》的指标需求，结合G省人口发展预期目标数，对G省卫生人才需求进行测算分析；采用实地调研的方法，了解G省医学人才培养的实际现状和卫生人才的流失情况。结果：贫困地区卫生人才现有存量明显不足，结构不合理；目标增量压力较大，供给跟不上；保障机制不健全，流失较严重。建议：优化现有结构，健全培养机制，扩宽晋升通道，提升培养质量，加大引进力度、提高人才薪酬待遇，努力满足贫困地区卫生人才队伍“提升存量、优化增量、减缓流失”的紧迫需求，助力健康脱贫目标的实现。 |
| 关键词:贫困地区 卫生人才 现状 对策 |
| 基金项目:国家社科基金项目（19BGL251） |
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| Research on the status and counter measures of health talent construction in poor areas of China： A case of G province |
| HAO Zhi-qiang1, CHENG Ming-yang2, JIANG Jin-xing1 |
1. Xuzhou Medical University, Xuzhou Jiangsu 221004, China;
2. National Health Commission, Beijing 100044, China |
| Abstract:Objective：This essay is aimed to investigate the current situation and existing problems of health talentin the impove rished areas, provide counter measures and suggestions on optimizing the construction of sanitary personnel, and improve the service capacity of health institutions and health poverty alleviation. Methods：Based on the data of 2019 National Health Statistics Year Book, the total amount and composition of health talents in G province were compared and analyzed by SPSS22.0 statistical software; the demand of health talents in G Province was calculated and analyzed according to the index demand of “Healthy China 2030” planning outline, combined with the expected population development target number of G Province; on-site investigation was used to understand the actual status of health talent training and the loss of health personnel in province G.Results：The existing stock of health talents in poverty-stricken areas is obviously insufficient, and the structure is unreasonable; the target increment pressure is large, and the supply cannot keep up with the demand; the guarantee mechanism is not sound, and the loss is serious.Suggestions: We should optimize the existing structure, enhance the training mechanism, broaden the promotion channels,intensify the quality of training, strengthen the introduction, improve the remuneration of talents, and strive to meet the urgent needs of health talent teams in the poor areas to “enhance inventory, optimize increments, and ensure support” to achieve the goal of health poverty alleviation. |
| Key words:Poor areas Health talent Status Counter measure |
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