The Study On High-level Medical Talents And The In Professional Preference Characteristic Of A Xinjiang Aaa Hospital

Objective:This thesis majour involved in the medical service, the teaching, the scientific effort in order to have doctor to be defined as the medical high-level talented person-Chief consultant, who have achieved senior title before December 31,2009. In the current study, general characteristic and preference characteristic, we have better and better understand about their needs, analyze their major problems and primary factors in the hospital. Furthermore discussed and analyzed how to stimulate and encourage for the human resources in the hospital. Methods:By reviews of the past and the present, the situation of the high-level medical talents in the AAA Hospital were investigated; According to their characteristic, questionnaires have been logically designed; Their professional preference characteristics were concluded by the factorization method. Result: (1)Between 2007 and 2009, the number of doctors for all levels had an increasing tendency:the ratios of the chief consultants, deputy consultants, attending and resident doctors were 1:1.89:6.38:8.73,1:3.42:11.12:17.23 andl:1.96:4.04:7.43. (2) Among the doctors, most of the staff with senior title were 46-50 years old, vice-senior 36-40. (3) In 2007, there was one chief consultant whose age was 36-40 years old, and returned to three in 2008, but returned to one again in 2009. (4)The chief consultant, who only got the bachelor's degree, was to 41% for all the doctors with senior title. There were 91 PhD students in the hospital.The educational level for doctors in the hospital were mainly graduates and Master student. (5) There were certain factors to the high-level medical talents of professional preferences,which closely invloved their age,working experence and sex (6)The difference professional preferences of the high-level medical talents can be divided into 4 categories as flollows:â‘ material needs,â‘¡achievement needs,â‘¢development needs andâ‘£stability needs. According to the current survey, the average scores for these 4 needs were 0.7757,0.8195,0.8234 and 0.7858. Conclusion:The staff structure of this AAA Hospital has not arrived at the national standard; the ratio of the high-level staff was over high among all the doctor groups. It's indicated the young high-level talents have lost sitiuation,the hospital reminded should pay attention to young doctor training and promotion.And all of the educational level for chief consultant needs to be raised, the hospital should establish a good mechanism to speed up talent introduction.Based on the preference importance, the first need can be obviously focus on their development, the second one for their achievement, the third for their stability and the fourth would be their material requirment. It is important for the hospital predensial leader to think how to establish a competitive platform, encouraging mechanism, so as to make prospective future for all the staff, especially high-level medical talents, so called chief consultant.