Based On Working Hours Measuring Method To Build The Maternity Ward Nursing Human Resource Allocation Model

[Objective]Nursing human resource is an important component of health human resources. The discretion of the nursing quality needs a great sufficient manpower to guarantee. Nursing manpower deficiency can lead to nursing work overload. The heavy pressure of the work may cause nurses' physical and mental fatigue, and lower job satisfaction affects the nursing quality. Obstetric is a special department, the nursing subjects include pregnant and lying-in women and newborns. The allocation of nurses can't only according to the beds 'number of pregnant women and lying-in women, but also should take into account of the nursing work-time which spend on newborn. This study aims to measuring workload of maternity ward, and building maternity ward nursing human resource allocation model, providing reliable and scientific allocation for hospital obstetrics nursing human resources.[Method]This study includes three stages. The first stage: Selects 10 nursing experts to build maternity ward nursing workload measurement table, maternity ward nursing human resource allocation influencing factors questionnaire, obstetric nursing human resource allocation status questionnaire through Delphi expert consultation method by the questionnaire survey method. The second stage : Using the form of following measurement. Taking maternity ward nursing workload measurement table to measure direct nursing-time, indirect nursing-time, and personal activity time of 120 pregnant and lying-in woman hospitalization in 120 days during July 2016 to October 2016.Taking maternity ward nursing human resource allocation influencing factors questionnaire to collect the date of influential factors. Taking obstetric nursing human resource allocation status questionnaire to know current situation of obstetric nursing human resource allocation status. Through using Microsoft Excel 2016 establishes database and using SPSS 21.0 to statistical analysis. The third stage: Combining maternity ward practical nursing workload with the influential factors of maternity ward nursing manpower resource allocation to establish the maternity ward nursing human resource allocation model.[Result]Firstly, the real numbers of obstetric nurses do not get the standard of the government, the ratio of bed to nurses just 1:0.3. Secondly, maternity ward nurses become younger in average age. Degree structure is reasonable but lack of highly-educated people like post-graduated and Doctor. The title of a technical post have not reached the regulation ratio by W.H.O. Thirdly, by the measurement of workload in maternity ward,we get the standard of manpower and the ratio of bed to nurses should achieved 1:0.53 could satisfy the demand of the practical nursing work.[Conclusion] Allocation of obstetric ward nursing human resource exists problems of insufficient configuration and unreasonable deficiencies. If the account of nurses want to meet the actual nursing workload demand,the hospital should use the nursing human resources allocation model dynamic to calculate the number of nurses which provide quality and efficient to pregnant and lying-in woman and newborn, and improve maternal satisfaction.