Strategic Study On Development Of Nursing Human Resources In Chongqing Area

With the development of bio-psycho-social medical model and nursing science, and facing to the pressure of nursing human resource shortage, rational use the existent nursing human resource has been primary attention for contemporary nursing administrators. How to exploit and use effectively the team with particularity of nursing human resource is urgent subject at present. In this study, we plan to explore rational usage of nursing human resource.In this subject, the combination both quantitative and qualitative methods was applied to investigate the strategy of exploiting nursing human resource.The first part is questionnaire survey, basing on the investigation of nurses'job satisfaction and review abundant articles, we designed a questionnaire reflected attitude on nursing work from nursing administrators. Directors of nursing department and hospital directors in charge of nursing work in 26 hospitals were investigated from July to November in 2007 in order to find out the dissidence between directors of nursing department and hospital directors, which settled a foundation of further exploring the stratagem of developing nursing recourses.The second part is qualitative observation divided into two stages. First, we had in-depth interviews with 3 directors of health bureaus, 6 hospital directors and 4 chiefs of human resource department through purposive sampling to understand their experiences of nursing human resources in order to adjust effectively the policy of exploring nursing human resources in favor of introducing outstanding nurses and running nursing work properly. After then, 7 nursing administrators were invited to take part in focus discussion group to explore the ways of exploiting the nurse potential by the point of view at nursing administrators.Conclusions and Suggestions:(1) The educational background of nurses in Chongqing is in the low level, the proportion of nurses with undergraduate degree and higher is only 7.9%.(2) The dissidence between directors of nursing department and hospital directors should be coordinated.(3) Viewpoints to be agreed with directors of nursing department and hospital directors:①the foundational reason of nurses'loss is"dissatisfied with benefits"; the departure of key personnel is low seniority contract nurse; moreover, the reasons of influencing hospitals to increase nurses is " economic factors ";②nurse is in lower status, and the status mostly depends national policy and social understanding and support;③"to improve welfare , expand nurse's allocation and improve professional diathesis" can relieve nurse's pressure;④formulating prize distribution programs should consider jobs, work experiences, personal capacity and performance evaluation;⑤the main reason of less opportunities of advanced study is that "the opportunities provided by the hospital is less."(4) To improve the nurse job satisfaction do not only request nurses with motivation of loving nursing task and contributing to hospital, but also request hospital directors to attach importance to nurses, policy support and economic investment from the Government.(5) To respect nurses and improve the welfare of nurse is primary criterion for exploring nursing human resources.(6) Strategies and measures of developing nursing human resources:①Policy development is to increase nurses'allocation, reaching the ratio of ward beds and nurses (1:0.4); to guarantee college education, to increase investment in health sectors, to improve work environment and working mode.②Institutional development: to adopt gradually hierarchical mechanism and apply correctly incentive mechanisms in the nursing work.③The use of measures: to build the nurse services brand; to set up talents'developmental planning, especially the head nurse; job training; encourage nurse's personal study; to encourage common nurses to participate in management.(7) Factors to constraint development and use of nursing human resources include internal and external aspects. The internal factor is the nurse's own characteristics (low quality, low cultural level, no definite career goals, etc.), external factors have financial support, management ideas of managers, working environment, night Shift mechanism and application of a large of contract nurses.(8) Hospital administrators have not clear location of senior nurses'job and the direction to go. We should pay more attention to deal with them.