Research On The Allocation Of Human Resources In Public Hospitals

With the changes of the times,the progress of society and the development of the economy,the days of food shortages are gone forever.As people’s living standards have improved,so they have higher requirements for health.But subsequently,the contradiction between people’s unlimited demand for health and the supply of the limited health human resources that people now have becoming increased prominently.This supply contradiction is particularly evident in the differences in urban areas.Therefore,the imbalance of regional economic development makes medical and health human resources imbalance.The lack of human resources for physicians as the core force in hospitals is even more serious.Due to the lack of medical staffing,the contradiction between doctors and patients indirectly caused as follow.What’s more,it caused many social problems,causing obstacles to the development of medical treatment and hospitals.To seek long-term development,the foundation is the rational allocation of health human resources,and the rational allocation of physician human resources is the basis for the allocation of health human resources.In the context of medical reform,this research takes Lanzhou LD large-scale public general hospital,which integrates medical treatment,teaching,and scientific research,as the research object of this article.It is located in the center of Lanzhou and is one of the main providers of medical and health services in Lanzhou.However,there is also some above-mentioned problem of scientifically allocating health human resources happened.This problem has also aroused the general concern of hospital administrators.The author of this study started from the perspective of the internal doctors’ human resource allocation in the case hospital,combined with an external patient satisfaction survey.First of all,using “Swot” analysis method to analyze and clarify the development strategy goal of the hospital,and using the theory of health human resource allocation and the two-factor theory to research and analyze the hospital doctor’s human resource allocation system.Secondly,the theoretical analysis framework of resource allocation of doctor manpower has been established in five dimensions: the demand for health services and the number of doctors in the case hospital,the quality of doctor service and the quality of doctors,the matching of doctor’s title structure with doctor’s job management,health service workload and doctor’s satisfaction,and the effectiveness of doctors’ use of human resources.Through the literature research method,case analysis method,Delphi method,questionnaire survey method,semi-structured interview and other methods,the LD hospital doctors’ satisfaction with the doctor’s ratio is investigated,and the status quo and existing problems of the doctor’s human resource allocation in the hospital are analyzed;From the perspective of outside patients of the hospital,design questionnaires on patients’ satisfaction with doctors’ medical service quality;then,comprehensively analyze the results of internal and external surveys,and conclude that the hospital’s doctors’ human resources are divided into some aspects.For example,pediatrics and some clinical departments with over-configuration of doctors;There is also a general shortage of doctors in most positions such as gynecology and Internal medicine system.According to the structure of professional titles,there is more senior staff than junior doctors,but there is a lack of "high-precision" domestic talents.According to the division of work intensity,the unreasonable allocation of intermediate doctors causes a heavy workload of doctors and indirectly causes problems such as doctor-patient relationship.Finally,aiming at the problem of physician allocation in the case hospital,find out the problems and weaknesses of physicians in the quality of medical services.Then,find out the reasons,External causes are regional differences;One of the reasons is that the supply of medical staff is insufficient,which makes individual medical staff share too much work pressure and mental load;the second reason is that clinical medical staff are overwhelmed.The shift to relatively easy administrative management and more logistical positions has resulted in a decline in the supply of medical staff.The third reason is the bloated management of personnel status in general hospitals and the common existence of different treatments for the same workers.Finally,and put forward countermeasures and suggestions.according to the allocation of doctors in the case hospital.Design a scientific and reasonable doctor human resource allocation optimization scheme,first,optimize the hospital management system,broaden the channels of HR recruitment;second,reasonable allocation of doctors human resources to improve the quality of doctor health service;third,improve the hospital post management system;fourth,reasonable deployment of doctor human resources health service workload;fifth,improve the doctor human resource use effect evaluation system.Improve the quality of health service in the case hospital,reduce the patient medical complaints,improve the satisfaction of medical workers and reduce the physician load;through the scientific design of recruitment and physician talent reserve plan,improve the overall physician professional quality,reduce the departure rate,thus achieve the satisfactory health service demand standard,and realize the strategic policy of long-term stable development of the case hospital.