中华医院管理杂志
中華醫院管理雜誌
중화의원관리잡지
CHINESE JOURNAL OF HOSPITAL ADMINISTRATION
2009年
7期
477-480
,共4页
陈晶%李亚萍%傅新巧%阿依古丽·木拉提汗%高红霞%张芬%张佳慧%吴少玮%张文斌%方鹏骞
陳晶%李亞萍%傅新巧%阿依古麗·木拉提汗%高紅霞%張芬%張佳慧%吳少瑋%張文斌%方鵬鶱
진정%리아평%부신교%아의고려·목랍제한%고홍하%장분%장가혜%오소위%장문빈%방붕건
农村卫生%卫生人力%贫困地区%人才流动
農村衛生%衛生人力%貧睏地區%人纔流動
농촌위생%위생인력%빈곤지구%인재류동
Rural healthcare%Htnuan resource for healthcare%Poor area%Personnel turmover
目的 了解农村贫困地区卫生人力发展状况.方法 抽样调查全国6个省13个样本县51家县级卫生机构2002年至2006年人员流动情况.结果 被调查贫困县每千人口卫生人员数均低于所在省的平均水平.县级机构流人人员数多于流出人员.人员流入中,应届毕业生就业占43.50%,调入占40.58%;中专及以上学历者占95.83%,卫技人员占87.17%.流出人员中,离退休人员占70.44%,调离占22.33%;中专及大专学历者分别占38.91%及21.09%,卫生技术人员占69.74%.结论 贫困县人均卫生人力仍较缺乏,需加大人才引进力度;县级卫生机构人员队伍有所优化,但仍有人才流失风险,应通过健全人才合理流动机制、引导医学院校毕业生就业等途径,加强贫困地区卫生人才队伍建设.
目的 瞭解農村貧睏地區衛生人力髮展狀況.方法 抽樣調查全國6箇省13箇樣本縣51傢縣級衛生機構2002年至2006年人員流動情況.結果 被調查貧睏縣每韆人口衛生人員數均低于所在省的平均水平.縣級機構流人人員數多于流齣人員.人員流入中,應屆畢業生就業佔43.50%,調入佔40.58%;中專及以上學歷者佔95.83%,衛技人員佔87.17%.流齣人員中,離退休人員佔70.44%,調離佔22.33%;中專及大專學歷者分彆佔38.91%及21.09%,衛生技術人員佔69.74%.結論 貧睏縣人均衛生人力仍較缺乏,需加大人纔引進力度;縣級衛生機構人員隊伍有所優化,但仍有人纔流失風險,應通過健全人纔閤理流動機製、引導醫學院校畢業生就業等途徑,加彊貧睏地區衛生人纔隊伍建設.
목적 료해농촌빈곤지구위생인력발전상황.방법 추양조사전국6개성13개양본현51가현급위생궤구2002년지2006년인원류동정황.결과 피조사빈곤현매천인구위생인원수균저우소재성적평균수평.현급궤구류인인원수다우류출인원.인원류입중,응계필업생취업점43.50%,조입점40.58%;중전급이상학력자점95.83%,위기인원점87.17%.류출인원중,리퇴휴인원점70.44%,조리점22.33%;중전급대전학력자분별점38.91%급21.09%,위생기술인원점69.74%.결론 빈곤현인균위생인력잉교결핍,수가대인재인진력도;현급위생궤구인원대오유소우화,단잉유인재류실풍험,응통과건전인재합리류동궤제、인도의학원교필업생취업등도경,가강빈곤지구위생인재대오건설.
Objective To probe into the HR development of healthcare professionals in poor rural areas. Methods 51 county-level healthcare institutions from 13 counties in six provinces were sampled to study the turnover from 2002 to 2006. Results The number of healthcare professionals per 1 000 population in the poor counties investigated was in average lower than that of counties in the same province; the inflow of personnel was higher than that of outflow. Of the inflow, 43. 50％ were fresh university graduates, and 40. 58％ were transferred from other organizations, 95.83％ have degrees of technical secondary schools and above, and 87. 17％ were healthcare professionals. 70. 44％ of the outflow were retirees, and 22. 33％ were transferred outside; 28. 00％ have only senior high school degrees or below, 69. 74％ were healthcare professionals. Conclusions The quality of healthcare personnel has been improved to some extent; but the risk of brain drain remains a challenge. An appropriate mechanism of personnel turnover should be built, and graduates from medical schools should be directed to reinforce healthcare teams in poor areas.
