Chinese Public Non-profit Hospital Human Resources Allocation Study

With the fast development of medical treatment and sanitation publicservice since Chinese renovation and opening. Public hospitals are still the mainstructure of Chinese medical treatment; however some private hospitals have comeforth as well. One of weakness of public hospitals is their human resourcemanagement still use traditional method according to the planned economy. In the 21stcentury, we will face a newly economy times. Human resources and the advantage ofinformation capitalization become the core competition power of hospital. In thispaper, we will focus on our attention to the following 3 fields: 1. Researching forhuman resource on Chinese public hospital platform. 2. Using the successful exampleof human resource of foreign hospital to improve the management of Chinese publichospital human resource. 3. Establishing the new model of Chinese human resource toincrease the efficiencies of human resource in Chinese public hospital.This paper is made up of three parts: preface, method and conclusion.The method part has six sections: section 1: the theory of human resourcemanagement summary. Section 2: the content of human resource management ofChinese public hospital. Section 3: analysis of current situation of human resourcemanagement of Chinese public hospital. Section 4: solution for problem ofmicrocosmic human resource management of Chinese public hospital. Section 5:principle of human resource management of Chinese public hospital. Section 6:strategy of microcosmic human resource management of Chinese public hospital.Section 1: in this section, the author describes the management of humanresource and macro and micro human resource management of hospital. Furthermorethe author point out human resource management of Chinese public hospital is inmicro-human resource management of Chinese public hospital. It is a good method toput the right person in right position at right time. This method can optimize thehospital's human resource.Section 2: in this section, there are some definitions about public profit, functionand micro-human resource management of Chinese public hospital. The author thinksthat human resource is not only the most important factor in Chinese public hospitalbut also the chiefly resource of physical and psychological of wealth. In china, thepublic hospital will have fast development within the excellent human resourcemanagement.Section 3: analyzing the current situation of human resource management ofChinese public hospital. Through comparing the structure of framework of hospital'srunning and give more details according to figure (2), get the disadvantage of currentframework of human resource management in Chinese public hospital, moreoverusing the better example of human resource management of foreign hospital comparewith the current situation of Chinese public hospital. Section 4: according to the current disadvantages of micro-human resourcemanagement of Chinese public hospital, the author offers some solutions under themodern human resource management framework..Section 5: the optimization configuration of micro-human resource managementshould organize by the principals of management. During the processes of archivingthis goal, the best way to goal with most saving must use scientific configurations andprinciples.Section 6: according to the content of human resource and configuration ofChinese public hospital, establishing a modern system: staff import→trainingmechanism→performance estimation→salary level. At last, give a characteristicand signification of strategy of human resource management.In conclusion, the author shows challenges of Chinese public hospital in newlyages. It is the only and way to achieve goal by choosing scientific human resourceconfiguration. A useful human resource configuration way is core of human resourcemanagement in Chinese public hospital.The trait of this paper does not only research hospital system innovation but alsoshow us how the Chinese public hospital optimizes human resource. In order toinnovate human resource configuration under microcosmic and practice level.