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我国乡镇卫生院卫生人力资源配置现状分析——基于6省18县的调查
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| 投稿时间： 2015-07-16 最后修改时间： 2015-08-12 摘要点击次数: 2780 全文下载次数: 7 |
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| 引用本文：朱坤, 张小娟, 田淼淼.我国乡镇卫生院卫生人力资源配置现状分析——基于6省18县的调查[J].中国卫生政策研究,2015,8(9):58-63 |
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| 朱坤, 张小娟, 田淼淼 |
| 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 |
| 基金项目:国家卫生和计划生育委员会委托项目 |
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| | 摘要:目的:分析我国乡镇卫生院卫生人力资源配置的现状和问题。方法:采用典型抽样的方法选择6省18县296所乡镇卫生院的在岗职工作为研究对象,并访谈了20名分管农村卫生的政府官员和乡镇卫生院院长;利用描述性统计分析对定量数据进行分析,对访谈数据进行归纳、总结和主题分析。结果:乡镇卫生院卫生人力资源总量和分布不均衡,中部地区卫生人力资源配置标准较低,乡镇卫生院空编和编外用人并存现象普遍存在。乡镇卫生院内部的卫生人力资源配置不尽合理,专业卫生技术人员配置比例低于国家规定,高级职称比例较低,部分地区存在人才断档的隐忧。乡镇卫生院人力资源建设仍存在一些障碍,医学生的培养与乡镇卫生院的需求错位,乡镇卫生院人员招聘政策不合理,卫生技术人员待遇偏低、晋升职称困难、职业发展受限。建议:优化乡镇卫生院人力资源结构;调整乡镇卫生院人才招聘政策;畅通乡镇卫生院卫生技术人员的晋升通道,拓展其职业发展空间;提升卫生技术人员的待遇,增强乡镇卫生院的岗位吸引力。 | |
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关键词:农村卫生 卫生人力资源 乡镇卫生院
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| Analysis of status quo on the allocation for health human resource in township health centers: Based on the survey in eighteen counties of six provinces |
| ZHU Kun, ZHANG Xiao-juan, TIAN Miao-miao |
| Center for Health Policy and Management, Institute of Medical Information, Chinese Academy of Medical Sciences, Beijing 100020, China |
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| | Abstract:Objective: To analyze the status quo and problems of the health human resources of township health center. Methods: 296 township health centers in 18 counties of 6 provinces were selected with typical sampling and workers in the centers as target population. Relative administrative officials and directors of township health centers were interviewed. Descriptive analysis and thematic analysis were conducted with quantitative data and qualitative data. Results: The volume and distribution of human resources in township health centers are not balanced and the allocation standard of the middle area is low. The null establishment and the employees out of establishment coexist. The allocation of health human resources inside township health centers is not reasonable and the ratio of health professionals is lower than national standard. The rate of senior professionals is low. That health workers are out of stock is a potential problem in some counties. Medical education is not matched with the demand of township health centers. The recruitment policy is inappropriate and the remuneration of health professionals is low. It is difficult for the worker in township health centers to get professional promotion. Recommendations: The structure of workers in township health centers and the recruitment policy should be adjusted. The path of professional promotion should be clear in order to expand the space of career development of workers in township health centers. Improving the remuneration of workers in township health centers should be considered to increase the attractiveness of the post in township health centers. | |
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