南通市护理人力资源现状分析与预测
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摘要
护理人力资源是卫生人力资源的重要组成部分,护理人力资源的数质量与医疗安全息息相关,护理人力资源的基本素质和技术水平是保障护理工作质量和推进护理专业发展的重要基础,更是保证医疗安全、维护生命和促进健康的必要条件。
研究目的:本文旨在通过对南通市护理人力资源的调查、分析、评估、预测,掌握情况,为科学制订卫生规划,合理调整护理人力的分布提供依据;为科学管理护理人力,实现护理人力资源的精干和高效提供参考;掌握护理人力供需差距,为护理人力招生和就业指导提供佐证,从而最大程度满足临床需要和广大人民群众的健康需求。
资料来源及方法:采用整群抽样的方法对南通市护理人力资源及二级以上医院聘用制护士进行调查。回顾性调查1996-2005年南通市护理人力资源情况及资源分布状况和历年南通市护理毕业生情况。采用构成比、均数等指标描述南通市护理人力资源结构;利用SAS6.12和SPSS10统计软件进行统计学分析;利用灰色模型预测护理人力需求数;利用自编软件统计分析基尼系数判别护理人力资源分布公平性。
结果:南通市护理人力绝对数明显不足,平均每千人口拥有护理人力数为0.92人,低于全国和江苏省平均水平;南通市护理毕业生供不应求,护理人力缺失率占总需求数的15.43%,未来十年南通市护理专业每年平均招生人数应达到700人以上;护理人力整体学历水平仍需提高,护理人力结构不尽合理,需着力加速护理人力(尤其是基层医疗单位)护理人力的职称提升;1995年、2000年、2005年的南通市护理人力资源人口分布基尼系数均低于0.35,地理分布基尼系数均低于0.45,均处于基本公平范围,2005年中级职称以上护理人力人口分布基尼系数为0.516412,地理分布基尼系数为0.576412,属于差距较大范围;二级以上医院中聘用制护士占护理人力总数13.6%,聘用制护士的使用与管理亟待规范。少护理人力流失,增加基层社区护理人力配备;采取多种手段提高护理人力学历层次,同时做好聘用护士规范管理。
Objective: This article aims to analyses, appraise the situation of the Nantong nursing human resources through the Nantong nursing human resources investigation, to forecast the need of the Nantong nursing human resources in the future, and to provide reasonable adjustment basis of the nursing manpower distribution for the scientific management of nursing manpower.
Methods: Using the group sampling method, the investigation on the Nangtong nursing human resources for the Engaging System Nurses at Second-Class hospitals or over was made during 1996-2005 year. Nantong nursing human resources situation, the resources distribution situation and previous years Nantong nurses graduate situation were studied. Nantong nursing human resources structure was described by using target and so on constitution ratio, mean value, using SAS6.12 and SPSS10 statistics software. The nursing manpower demand number was forecasted by using the Grey model forecast. Use self-program software to state and analysis Gini's coefficient to distinguish the nursing human resources distributed fairness.
Results: The results showed that the nursing manpower absolute quantity is insufficient for Nangtong nursing human resources, the average nursing manpower number for every thousand population are 0.92 people, being lower than the nation and the Jiangsu Province average level. Nantong graduate nurses fall short of demand, the nursing manpower scarce rate accounting for 15.43% of the total demand number .For future ten years ,Nantong will aim to be recruitment of students population to achieve above 700. The educational level has to be enhanced and structure to owe reasonably, need the acceleration to the nursing manpower, particularly in basic medical service unit. Nantong nurses human resources population distribution Gini's coefficient was below 0.35, the geographic distribution Gini's coefficient was lower than 0.45,being in the basic fair scope. Engaging System Nurses at Second-Class hospitals or over in Nantong accounted for 13.6% of total nursing manpower.
Conclusion: Strengthen the supervision and management of public health, guarantee the nursing manpower disposition, stabilize and strengthen the quantity and quality of the nursing manpower, reduce the nursing manpower to be drained to other positions, increase the nursing manpower equipment of basic community, adopt the many kinds of methods to enhance the nursing manpower school level, simultaneously improve the hired nurse standard management.
研究目的:本文旨在通过对南通市护理人力资源的调查、分析、评估、预测,掌握情况,为科学制订卫生规划,合理调整护理人力的分布提供依据;为科学管理护理人力,实现护理人力资源的精干和高效提供参考;掌握护理人力供需差距,为护理人力招生和就业指导提供佐证,从而最大程度满足临床需要和广大人民群众的健康需求。
资料来源及方法:采用整群抽样的方法对南通市护理人力资源及二级以上医院聘用制护士进行调查。回顾性调查1996-2005年南通市护理人力资源情况及资源分布状况和历年南通市护理毕业生情况。采用构成比、均数等指标描述南通市护理人力资源结构;利用SAS6.12和SPSS10统计软件进行统计学分析;利用灰色模型预测护理人力需求数;利用自编软件统计分析基尼系数判别护理人力资源分布公平性。
结果:南通市护理人力绝对数明显不足,平均每千人口拥有护理人力数为0.92人,低于全国和江苏省平均水平;南通市护理毕业生供不应求,护理人力缺失率占总需求数的15.43%,未来十年南通市护理专业每年平均招生人数应达到700人以上;护理人力整体学历水平仍需提高,护理人力结构不尽合理,需着力加速护理人力(尤其是基层医疗单位)护理人力的职称提升;1995年、2000年、2005年的南通市护理人力资源人口分布基尼系数均低于0.35,地理分布基尼系数均低于0.45,均处于基本公平范围,2005年中级职称以上护理人力人口分布基尼系数为0.516412,地理分布基尼系数为0.576412,属于差距较大范围;二级以上医院中聘用制护士占护理人力总数13.6%,聘用制护士的使用与管理亟待规范。少护理人力流失,增加基层社区护理人力配备;采取多种手段提高护理人力学历层次,同时做好聘用护士规范管理。
Objective: This article aims to analyses, appraise the situation of the Nantong nursing human resources through the Nantong nursing human resources investigation, to forecast the need of the Nantong nursing human resources in the future, and to provide reasonable adjustment basis of the nursing manpower distribution for the scientific management of nursing manpower.
Methods: Using the group sampling method, the investigation on the Nangtong nursing human resources for the Engaging System Nurses at Second-Class hospitals or over was made during 1996-2005 year. Nantong nursing human resources situation, the resources distribution situation and previous years Nantong nurses graduate situation were studied. Nantong nursing human resources structure was described by using target and so on constitution ratio, mean value, using SAS6.12 and SPSS10 statistics software. The nursing manpower demand number was forecasted by using the Grey model forecast. Use self-program software to state and analysis Gini's coefficient to distinguish the nursing human resources distributed fairness.
Results: The results showed that the nursing manpower absolute quantity is insufficient for Nangtong nursing human resources, the average nursing manpower number for every thousand population are 0.92 people, being lower than the nation and the Jiangsu Province average level. Nantong graduate nurses fall short of demand, the nursing manpower scarce rate accounting for 15.43% of the total demand number .For future ten years ,Nantong will aim to be recruitment of students population to achieve above 700. The educational level has to be enhanced and structure to owe reasonably, need the acceleration to the nursing manpower, particularly in basic medical service unit. Nantong nurses human resources population distribution Gini's coefficient was below 0.35, the geographic distribution Gini's coefficient was lower than 0.45,being in the basic fair scope. Engaging System Nurses at Second-Class hospitals or over in Nantong accounted for 13.6% of total nursing manpower.
Conclusion: Strengthen the supervision and management of public health, guarantee the nursing manpower disposition, stabilize and strengthen the quantity and quality of the nursing manpower, reduce the nursing manpower to be drained to other positions, increase the nursing manpower equipment of basic community, adopt the many kinds of methods to enhance the nursing manpower school level, simultaneously improve the hired nurse standard management.
引文
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[2]刘颖,谢萌,丁勇.对基尼系数计算方法的比较与思考.统计与决策.2004,(9):12-14
[3]汪燕敏,吴治民,在EXCEL中用VBA计算基尼系数.统计与决策.2006,(6):143-145
[4]邓聚龙.灰色预测与决策.华中理工大学出版社,1989
[5]卫生部.2005年中国卫生统计年鉴
[6]江苏省卫生厅.2005年江苏省卫生事业发展情况简报
[7]王玲莉.江苏省29所医院护理人员情况调查的现状分析及对策.实用护理杂志.2001,17(1):59-60.
[8]许苹,谭晓洁.护理人力资源配置及研究现状.中国卫生经济,2001,20(7):55-56
[9]Nursing Facts:Today's Registered Nurse-Numbers and Demographics.http://www.ana.org/readroom/fsdemogr2.htm#geographic
[10]马伟光.四川省护理人力资源现状研究.四川大学硕士学位论文.2006.
[11]迟蔚蔚,耿磊.山东省部分医院聘用临时护士现状的调查分析.齐鲁护理杂志.2003,9(6):475
[12]宋瑰琦,房彤,姚红萍.60所医院聘用合同制护士现状调查.中国护理管理.2006,6(11):28-29
[13]阮昌芳,王桂华.基层医院聘用护士现状的调查分析.护理学杂志.2006,21(23):48-49
[14]黄庆红,宋丽华,刘莉等.聘用护士现状调查与分析.护理研究.2006,20(5):1338-1339
[15]张罗漫,张鹭鹭,胡善联,等.论医院医疗服务供给的效率与公平.中华医院管理杂志.2000,16(5):277-279
[1]Maryann Fralic et,al,nurse workforce:condition critical:2001http://www.nhpf.org/pdfs_ib/IB763_NurseWork_6-1-01.pdf
[2]First comprehensive study of nursing human resources released.http://www.buildingthefuture.ca/e/whatsnew/newsreleases/news_release_may0905.pdf
[3]汪宗芳,凌莉,尤黎明等.护理人力资源现状分析与建议.热带医学杂志.2003,3(1):69-71
[4]白玫,沈宁.试论护理人才的内涵.中华护理杂志.2003,38(10):828-830
[5]杜萍,叶文琴.医院护理人力资源配置现状与对策.中国卫生资源.2006,9(5):202-203
[6]卫生部统计信息中心.2005年中国卫生事业发展统计公报.http://www.moh.gov.cn/newshtml
[7]世界卫生组织(WHO).the World Health Statistics 2006 documents and tables.
[8]池淑宁,护理人力资源配置的现状及进展.护理管理杂志.2006,6(11):20-21
[9]卫生部医政司.中国护理事业发展规划纲要(2005-2010年)
[10]Nursing Facts:Today's Registered Nurse—Numbers and Demographics.http://www.ana.org/readroom/fsdemogr2.htm#geographic
[11]卫生部统计信息中心.2004年中国卫生统计提要.http://www.moh.gov.cn/newshtml/8006.htm
[12]石兰萍,韩祺,王小花等.护理人力资源配置方法研究的进展.护理研究.2005,19(4):573-574
[13]许乐,林冰心,吴航洲.从住院病人护理时数测算探讨护理人力资源合理配置.福建医科大学学报(社会科学版).2003,4(1):58-59
[14]刘金峰,吴奇飞,郭燕红,等.我国护理人力资源配置的核心问题和对策.中国卫生资源.2003,6(6):246-248
[15]李金娜,周晓荣,朱云霞,等.运用病人分类系统合理配置人力资源.天津护理.2005,13(3),125-126
[16]刘华平.国外护士人力配置及护理工作量测量研究的进展.中国护理管理.2003,3(1):54.
[17]郭燕红.合理配置护理人力保障护理工作质量.中国护理管理.2003,3(1):44-45.
[18]郭天健,张晓静,宋忠良,等.应用计算机技术合理调配护理人力资源的研究.中国医院管理.1999,19(5):12-13.
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