西部某省疾病预防控制系统人才流失现状分析
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摘要
目的通过对西部某省疾病预防控制系统人才流失情况进行统计分析,探究疾控人才流失原因,为相关单位加强人力资源开发管理提供对策。方法通过发放调查表等方式,收集该省疾控系统的205个机构(省、市、县三级疾控中心)2013-2017年流失人员的各项数据,同时对人才流失问题突出的个别机构深入走访,找出人才流失原因并提出相应对策。结果 2013-2017年该省疾控系统共计流失956人,流失人员中,本科及以上学历占流失人员总数的67.0%,中级职称及以上职称占流失人员总数的15.4%。流失人员中13.4%流出原单位但仍在疾控系统工作,86.6%的人员脱离疾控系统。在有明确流失去向的人员中,到医院工作的人数最多(30.3%)。流失原因考虑为薪酬、学历与收入脱钩、人才竞争激烈等。结论本文针对人才流失的原因,从加大财政投入、提高收入水平、健全绩效考核机制和营造良好环境等方面为疾控系统引才、留才提出对策建议。
Objective To analyze the brain drain of disease prevention and control system in a western province,explore the causes of brain drain,and provide countermeasures for relevant units to strengthen human resources development and management. Methods The data of brain drain in205 CDC institutions(at provincial,municipal and county levels) from 2013 to 2017 were obtained by issuing questionnaires. At the same time, in-depth visits to individual institutions which with noticeable brain drain problems were conducted to find out the causes of brain drain and put forward corresponding countermeasures. Results From 2013 to 2017,there were 956 people had left their former-employed CDC institutions, among which 67.0% had undergraduate degree or above,and 15.4% had intermediate title or above,about 13.4% left the original work unit but still employed in the disease control system, and 86.6% abandoned the disease and prevention cause. Among the lost personnel with clear employment direction which can be statistically counted, the number of people who choose to work in hospitals was the largest, accounted for30.3%. The reasons considered include lower-than-expected salary, education and income were unmatched, and fierce competition for talents in the market. Conclusion In view of the reasons for brain drain, this paper puts forward some countermeasures and suggestions for CDC to retain talents from the aspects of increasing financial input, improving income level, improving performance appraisal mechanism and creating a good environment.
Objective To analyze the brain drain of disease prevention and control system in a western province,explore the causes of brain drain,and provide countermeasures for relevant units to strengthen human resources development and management. Methods The data of brain drain in205 CDC institutions(at provincial,municipal and county levels) from 2013 to 2017 were obtained by issuing questionnaires. At the same time, in-depth visits to individual institutions which with noticeable brain drain problems were conducted to find out the causes of brain drain and put forward corresponding countermeasures. Results From 2013 to 2017,there were 956 people had left their former-employed CDC institutions, among which 67.0% had undergraduate degree or above,and 15.4% had intermediate title or above,about 13.4% left the original work unit but still employed in the disease control system, and 86.6% abandoned the disease and prevention cause. Among the lost personnel with clear employment direction which can be statistically counted, the number of people who choose to work in hospitals was the largest, accounted for30.3%. The reasons considered include lower-than-expected salary, education and income were unmatched, and fierce competition for talents in the market. Conclusion In view of the reasons for brain drain, this paper puts forward some countermeasures and suggestions for CDC to retain talents from the aspects of increasing financial input, improving income level, improving performance appraisal mechanism and creating a good environment.
引文
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[3]李卫霞.试论事业单位人才的流失[J].现代国企研究,2016(10):43-43.
[4]张婷婷.疾控机构预算精细化管理的实践分析[J].卫生经济研究,2015(9):59-61.
[5]黄芬,贾佳.事业单位专业技术岗位体系建设的激励机制研究[J].人才资源开发,2016(8):3-4.
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[9]王元玲.疾病预防控制中心财政投入问题及对策[J].消费导刊,2015(5):85-85.
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[11]郭云飞.试论差额拨款的公益单位收入分配的管理方案[J].经贸实践,2018,226(8):277-277.
[12]张文侠,黄振中.基于产学研结合战略的科研事业单位转制问题探讨[J].现代经济信息,2012(5):300-302.
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