Study On Health Workers' Cognition To Hospital Human Resources Management

Human resources management plays an important role in hospital administration. Through the planning and management activities of obtaining, developing, maintaining and utilizing of human resources, it can mobilize the hospital staff's enthusiasm, improve work efficiency, achieve development objectives and gain competitive advantages.Under planned economy, hospitals in China implemented a personnel management system. This system was inherited after the reform and opening up. While hospitals increasingly participated in market competition, this conventional system could not be adapted to the development of hospitals and meet the requirements of society development. Therefore, in the year 2000 the Central Organizational Ministry and Ministry of Health jointly published "The implement deliverance of deepening health institutions' personnel system reform" indicating that a new health personnel system will be established.Although the hospital personnel system reform has made progress, some deep-rooted problems such as staff turnover and compensation can not be solved and hinder the deepening of the reform.Researches of hospital human resources management in China mainly focus on theoretical discussion and institute investigation. The study from the view of staff is still inadequate. To study the hospital staff's cognition to human resources management can reflect the status and possible problems of hospital human resources management from another point of view and realize staff's opinions and demands to provide policy basis to hospital personnel reform and improvement of hospital human resources management.The main objective of this study is to describe and analyze hospital staff's cognition to job management and human resources planning, training status and effect, evaluation and motivation and hospital's democratic decision-making.Stratified sampling is used to select samples in this study. According to development levels of economic and geographic distribution, we selected Zhejiang Province, Shandong Province, Liaoning Province in eastern area and Sichuan Province, Qinghai Province in western area. 122 hospitals of different levels are selected by the same method. Quantity data of staff questionnaire are collected. One-way and multi-way statistical methods are used in the analysis of hospital staff's cognition to human resources management.The major findings of the study are as follows. Staff's right to know hospital's important proceedings is not very well. The main approach to know the important proceedings is section office leader's delivery and staff meetings. The recognition degree of hospital's decision-makers and managers to staffs' ideas and advice is relatively good. There're still part of staff go without of job descriptions. The degree of job fitness is relatively good and the workload is relatively high. Athough most staff consider the human resources planning playing an important role, the implementing situation is not good. Times of training are still not enough and content of training can not meet staff's requirements. Quality of work is the main evaluation standard and the satifaction degree to evaluation is not bad. Hospital staff consider income as the most important incentive factor. Reward is mainly according to work accomplishment while punishment is mainly according to work accidents. The satisfaction degrees to income and bonus distribution system are relatively low. Multi-way analysis finds that managers' recognition degree to staffs' ideas and advice, job fitness degree, satisfaction degrees to training times, evaluation results and income and bonus distribution method have notable impacts on staff's turnover intention. The cognition to human resources management of western hospital staff is worse than staff in eastern area. Generally speaking, the cognition of hospital staff to human resources management is relatively good, but still far behind the requirements of the personnel system reform.Policy implications include: 1) hospitals should do further scientific job analysis and provide detailed job description to lay the foundation for activities of human resources management; 2) to pay more attention to on the job training and increase the times of training; training demand analysis should be done before making training plans; both demands of staff and hospitals should be considered and effective training method and appropriate training content should be provided to improve staff's working capabilities; 3) hospital compensation system should be made on basis of scientific job analysis and effective performance evaluation and opinions of patients should be considered as a distribution basis; 4) to pay more attention to hospital's democratic decision-making and promote the integration of hospital organization's content construction and human resources management to improve hospital's cohesiveness and unity; and 5) to pay more attention to hospital human resources management in western area; provide training support; introduce modern theories and successful practical experiences and provide supporting measures to promote hospital personnel system reform and reduce the gap between western and eastern areas.