The Recruitment Strategy Study Of The Core Talents In Chongqing Private Hospitals

Research background:With the ever-increasing demand for medical resources of the Chinese people,it is difficult to provide sufficient medical resource services to people only by public medical institutions^[1].The rapid development of private hospitals has met the people’s needs for different levels of medical and health services^[2].With the continuous deepening of the new medical reform,the development scale,standards and environment of private hospitals have been significantly improved.However,due to inadequate congenital conditions of private hospitals,limitations of existing policies,scientific research platforms,academic status,job title evaluation,social recognition and other internal and external factors,private hospitals are still at a disadvantage in the competition with public hospitals,especially The competition for core talents is even more different from that of public hospitals.Research purpose:This study intends to understand the current status of human resources and core talents in Chongqing private hospitals through data query and literature retrieval,and to further understand the true status of core talents in private hospitals through questionnaire surveys and interviews,and to grasp the advantages and obstacles to the introduction of core talents.So as to formulate the core talent introduction strategy of Chongqing private hospitals and put forward optimization suggestions and strategies.Research method:This article analyzes and reviews the existing literature to understand the current research status of the core talent introduction strategy of private hospitals,and obtains enlightenment from it;Through data access,understand the current status of human resources development in Chongqing private hospitals;Through questionnaire survey method,Compile the"Questionnaire on the Status Quo of the Introduction of Core Talents in Chongqing Private Hospitals",survey 20 private hospitals in Chongqing,with a total of 200 health technicians,personnel,and administrative personnel,and conduct statistical analysis of the survey items to understand Chongqing private hospitals Current status of core talents:Through semi-structured interviews,15 core talents in 10 private hospitals and 5 public hospitals in Chongqing were interviewed,and content analysis method was used to extract themes to understand the advantages and obstacles of the introduction of core talents in private hospitals.Based on pros and cons,combined with human resource management theories such as talent flow,human capital and incentive theory,it proposes optimized strategies and suggestions for the introduction of core talents in Chongqing private hospitals.Research results:（1）Current status of human resources and core talents in private hospitals:1.Current status of human resources:The number of human resources is rising,and the proportion of practicing（assistant）physicians is significantly higher than that of private hospitals in the country,but compared with public hospitals There is still a big gap;the proportion of people over 55years old is significantly higher than that of public hospitals;among all types of private hospitals,general hospitals have the highest proportion,reaching57.16%;in terms of human resources service capacity,the number of outpatient consultations and the number of discharged patients Both are rising continuously,but there is still a big gap compared with public hospitals,and the utilization rate of beds is on a downward trend.2.Current status of core talents:the overall level of education is low,and there is a shortage of highly educated talents;the proportion of talents with senior professional titles is not much different from that of public hospitals,but most of them are retired and re-hired public hospitals;the proportion of managers is even slightly higher than that of the city Average.3.The introduction of core talents:mainly from retired and re-employed public hospitals,75%of the hospitals have difficulties in introducing core talents.4 The work efficiency of core talents:The work efficiency of physicians in private hospitals is lower than the average level of physicians in Chongqing.（2）Obstacles and favorable factors for the introduction of core talents:1.External obstacles:（1）Private hospitals have poor public reputation and low social recognition;（2）The external competitive environment is fierce.2.Internal obstacles:（1）Inadequate internal supervision and management,resulting in a poor internal practice environment in private hospitals;（2）Limitations of high-level factors that attract talents,lack of factors such as promotion of professional titles,scientific research platforms,and industry academic influence;（3）Lack of scientific and reasonable remuneration Management and performance appraisal system;（4）Lack of a perfect talent training system,which leads to passive introduction in external introduction and increase in introduction cost.3.External favorable factors:（1）The overall policy environment is getting better;（2）The reform of military hospitals has led to a large number of core talents"coming out"and expanding the source of talent introduction;4.Internal favorable factors:（1）The hospital itself has a strong awareness of talent introduction;（2）The humanistic care within the hospital is good;（3）The work load level is appropriate.Research conclusion:The results of this research reflect that the current status of core talents in Chongqing’s private hospitals is not optimistic.There are obvious differences from public hospitals in terms of quantity and quality,and there are difficulties in introduction.According to the factors that promote and hinder the introduction of core talents in private hospitals,this research proposes the following optimization strategies for the introduction of core talents based on human resource management theories such as talent flow theory and human capital theory:strengthen internal supervision,purify the internal practice environment;promote healthy development and rely on"Chongqing Private Hospital Association"platform;work together to improve the public image of the hospital;broaden the horizon,focus on the whole country,and expand the source of talent introduction;improve the ability to meet the high-level needs of core talents based on the theory of talent demand levels;improve the training and training of the talent team Invest in education,reserve the reserve army of core talents;control the turnover rate of core talents,maintain the stability of the talent team;improve the salary management and performance appraisal system.