贵州省民营医院人力资源现状分析
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摘要
目的了解贵州省民营医院人力资源的结构、利用和管理现状。方法 2015年6—8月,采用简单随机抽样方法,抽取贵州省具有医保定点资格的20家民营医院和50家公立医院为研究对象,使用《全球管理调查》和《县级医院调查表》进行调查,运用比较分析法对贵州省民营医院的现状进行分析。结果 20家民营医院总工作人员数为1 137人,卫生技术人员858人,医护比1∶1.1,床护比1∶0.2;执业类别构成与公立医院差异有统计学意义(P<0.01);职称结构与公立医院差异有统计学意义;民营医院的人员经费占医院总收入的24.8%,年人均工资为4.8万;2012—2014年民营医院流失执业医师和执业助理医师分别为70人和69人,而新进执业医师和执业助理医师人数分别为50人和58人。结论贵州省民营医院人力资源结构不合理,管理不善,对人才的吸引力不足,限制了民营医院的长远发展。
Objective To examine the structure,utilization and management of human resources in private hospitals in counties of Guizhou province. Methods Using simple random sampling,we surveyed 20 private and 50 public hospitals with the qualification for medical services assigned by medical security in 28 counties of Guizhou province between June and August 2015. World Management Survey and a self-designed questionnaire on basic condition,human resources,financial status,and management of the hospitals were adopted in the survey; comparative analysis was used to assess the status of private hospitals. Results For the 20 private hospitals,the total number of staff was 1 137 and that of medical personnel was 858; the ratio of doctors versus nurses was 1 ∶ 1. 1 and the ratio of number of beds versus nurses was 1∶ 0. 2. The structure of practicing categories of the private hospitals was significantly different from that of public hospitals( P < 0. 01) and the distribution of professional titles among the medical personnel in the private hospitals differed significantly from that of personnel in public hospitals. The personnel expenses accounted for 24. 8% of total hospital revenue for all the private hospitals and the annual per capita wage was 48 000 RMB yuan. The number of practicing physician and licensed assistant doctors leaving the private hospitals were 70 and 69 and those entering the private hospitals were 50 and 58,respectively during the period from 2012 through 2014. Conclusion The structure of human resources is irrational and the human resources management is poor for the private hospitals in counties of Guizhou province and the situation may impede hiring of talent and limit long-term development of private hospitals.
Objective To examine the structure,utilization and management of human resources in private hospitals in counties of Guizhou province. Methods Using simple random sampling,we surveyed 20 private and 50 public hospitals with the qualification for medical services assigned by medical security in 28 counties of Guizhou province between June and August 2015. World Management Survey and a self-designed questionnaire on basic condition,human resources,financial status,and management of the hospitals were adopted in the survey; comparative analysis was used to assess the status of private hospitals. Results For the 20 private hospitals,the total number of staff was 1 137 and that of medical personnel was 858; the ratio of doctors versus nurses was 1 ∶ 1. 1 and the ratio of number of beds versus nurses was 1∶ 0. 2. The structure of practicing categories of the private hospitals was significantly different from that of public hospitals( P < 0. 01) and the distribution of professional titles among the medical personnel in the private hospitals differed significantly from that of personnel in public hospitals. The personnel expenses accounted for 24. 8% of total hospital revenue for all the private hospitals and the annual per capita wage was 48 000 RMB yuan. The number of practicing physician and licensed assistant doctors leaving the private hospitals were 70 and 69 and those entering the private hospitals were 50 and 58,respectively during the period from 2012 through 2014. Conclusion The structure of human resources is irrational and the human resources management is poor for the private hospitals in counties of Guizhou province and the situation may impede hiring of talent and limit long-term development of private hospitals.
引文
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[2]苏晗.北京市某民营的人力资源流动现状分析[J].中国医药导报,2015,12(27):138-142.
[3]王嘉雯,黄海,张曼婕,等.我国民营医院人力资源管理的问题及对策研究[J].现代医院管理,2016,14(2):45-48.
[4]中华人民共和国国家卫生和计划生育委员会.中国卫生统计年鉴[M].北京:中国协和医科大学出版社,2015.
[5]World Management Survey[DB/OL].(2015-05-15)[2015-06-03].http://worldmanagementsurvey.org/benchmark-your-organization/benchmark-your-hospital/.
[6]张南,姜小明,姚华,等.新疆民营医院法定代表人职业背景及融资特点分析调查[J].中国医院,2015,10(3):19-20.
[7]朱莉萍,王希晨,周令,等.中国社会办医现状、问题及政府责任分析[J].中国公共卫生,2016,32(5):705-708.
[8]中华人民共和国国家卫生和计划生育委员会.卫生部关于印发《中国护理事业发展规划纲要(2011-2015年)》的通知[DB/OL].(2012-01-06)[2016-06-21].http://www.moh.gov.cn/mohyzs/s3593/201201/53897.shtml.
[9]刘小梅,郑振佺.福建省民营医院人才管理现状及思考[J].中国卫生人才,2016,4:76-81.
[10]贺天凤,刘五星,张建华,等.民营医院量化分级管理的探索[J].医学信息,2015,28(34):20.
[11]He J,Toloo GS,Hou XY,et al.Qualitative study of patients'choice betw een public and private hospital emergency departments[J].Emergency M edicine Australasia,2016(28):159-163.doi:10.1111/1742-6723.12530.
[12]荣嵘.民营医院护理队伍建设对园内感染的影响[J].当代护士,2015,6:168-169.
[13]Tang CX,Zhang YC,Chen LP,et al.The growth of private hospitals and their health w orkforce in China:a comparison w ith public hospitals[J].Health Policy and Planning.2014,29:30-41.doi:10.1093/heapol/czs130.
[14]郑大喜.公立医院与民营医院试用的财政补助政策比较[J].中国卫生经济,2016,35(5):25-28.
[15]孙宇,陈举亮,谢金亮,等.民营医院与公立医院医师人力资源比较[J].医学与社会,2014,27(12):15-17.
[16]钱伟.民营医院员工离职原因分析及对策研究[J].价值工程,2016,31:21-23.
[17]马桂峰,王培承.新医改背景下县级公立医院规模效率变化情况分析[J],中国公共卫生.2015,31(2):208-210.
[18]孙宇,方鹏骞.我国民营医院医务人员稳定性状况分析[J].中国医院管理,2014,34(11):31-33.