| 引用本文：苏彬彬, 刘尚君, 卢彦君, 姚芳虹, 赵艺皓, 郑晓瑛.基于集聚度的我国基层卫生人力资源配置评价研究[J].中国卫生政策研究,2021,14(4):49-54 |
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| 基于集聚度的我国基层卫生人力资源配置评价研究 |
| 投稿时间：2021-02-09 修订日期：2021-04-10 PDF全文浏览 HTML全文浏览 |
| 苏彬彬1, 刘尚君1, 卢彦君1, 姚芳虹2, 赵艺皓1, 郑晓瑛1 |
1. 北京大学 亚太经合组织健康科学研究院 北京大学人口研究所 北京 100871;
2. 北京大学体育教研部 北京 100871 |
| 摘要:目的：描述性分析我国各省份和区域之间基层卫生人力资源分布差异和配置公平性，为政府优化配置我国基层卫生人力资源提供政策依据和参考。方法：收集2012—2019年我国各省份基层卫生人力资源的相关数据，从人口和地理面积两个角度计算不同省份和区域的资源集聚度，分析我国基层卫生人力资源的配置公平性。结果：我国基层卫生人力资源整体仍存在较大缺口；人口可及性较好，但地理分布不合理、区域间卫生人力资源配置差距大且多年来没有得到改善；执业（助理）医师和注册护士的配置公平性存在分化差异。结论：目前我国基层卫生人力资源存在总量短缺、区域间配置不均等问题，政府应加大基层卫生人力资源投入，进一步扩充人才队伍规模，提升人才供给能力；合理规划卫生人力资源区域配置，重点加强西部基层卫生人才队伍建设，促进区域协调发展；积极统筹基层卫生人力资源规划布局，建立人才下沉长效机制，不断提高我国基层卫生服务能力。 |
| 关键词:基层卫生人员 卫生人力资源 集聚度 配置公平性 |
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| Evaluation of human resource allocation of primary healthcare in China: Based on agglomeration degree |
| SU Bin-bin1, LIU Shang-jun1, LU Yan-jun1, YAO Fang-hong2, ZHAO Yi-hao1, ZHENG Xiao-ying1 |
1. Institute of Population Research, APEC HeSAY, Peking University, Beijing 100871, China;
2. Department of Physical Education, Peking University, Beijing 100871, China |
| Abstract:Objective: To provide policy basis and reference for the government to optimize the human resources allocation strategy in primary healthcare and allocation equity among provinces and autonomous regions in different geographical locations in China. Methods: Relevant data of human resources allocation of primary healthcare in China were collected and studied based on the period starting from 2012 to 2019, the agglomeration degree of primary healthcare human resources in different provinces and regions from the perspective of population and geographical area was calculated, and the human resources allocation equity of China's primary healthcare was analyzed using descriptive analysis of observed distribution differences. Results: There is still a big gap in the allocation of human resources of primary healthcare in China. The population accessibility is good, but the geographical distribution of primary healthcare human resources is unreasonable. This is why the gap of regional healthcare human resources allocation is large, and it has not been bridged for many years. Larger differences were observed in allocation equity between licensed (Assistant) doctors and registered nurses. Conclusions: At present, there is a shortage of human resources of primary healthcare in China. It is suggested that the government should increase the number of primary healthcare personnel, further expand the scale of talent team through increasing the number of training for qualified doctors and nurses, and improve the way talents are allocated in healthcare institutions in order to enhance a rational allocation equity. Much emphasis should be put on strengthening the construction of primary healthcare talent team in Western China, and regional coordinated development should be promoted. The planning and distribution of primary healthcare human resources should be actively coordinated; a long-term mechanism for talent sinking should be established; and the capacity of primary healthcare services should be constantly improved in China. |
| Key words:Primary healthcare personnel Health human resources Agglomeration Degree Allocation equity |
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