Study On Influential Factors Of Human Resource Development In Western Township Hospitals

Objective: Through the analysis to the current situation and the development characteristics, we can definite the influential factors of the human resource development of the township hospitals in the western region,and reference the measures that the education department development of the basic-level Teachers, the manpower reform measures of township hospitals in Qianjiang Chongqing and the relative experience of project that promote the manpower of township hospital in Qinba Program. Then put forward some strategies which are fitting for the development of township hospital manpower, such as cultivation, introduction, help and support, stabilization, utilization, etc. and provide the theory policies and empirical evidence for solving the problem of the health manpower in the western region.Methods: This research discuss the main influential factors of the manpower development of township hospitals in western part and provide the policy suggestions for manpower development by applying the theory and measures from the health management, Organization behavioristics, health statistics, and adopting the combination of qualitative and quantitative analysis, analysis and summary the typical case. The measures including:①l iterature research method②questionnaire investigation③v isiting and chatting method④Typical Case Analysis⑤descriptive statistical analysis.Result:1 The current situation of health human resource in western region1.1 The ratio of per 1000 rural population of township hospitals staff in the western region is poor : just 1.15 workers per 1000 rural population of township hospitals staff in national level in 2006. Xinjiang and Neimenggu can achieve the national average in the western of the 12 provinces, otherwise, Guizhou and Yunan are only half of the national level. 1.2 The ability and quality oriented indexes are generally low: few health workers obtained Bachelor diploma and above, Health human resource is prevailed by Associate and Vocational diploma-takers ,the latter of which accounts for more than 68% of the staff,seriously,6.7 percents health workers in the township hospitals obtained no diploma at all , 43.05% of doctors are certified assistant doctors ,as for the title of technical post ,few workers have advance title, and more than 70% just have middle or elementary title.1.3 The profession structure of workers is inappropriate and personnel utilization is not very efficient, which can be seen from the ratio of nurses to doctors, and the serious lack of nurses. Daily visits per doctor are less than 7 for township hospital, bed occupation rate is only 37.7% for rural township hospitals.1.4 Floating of health workers in the western region have a negative impact on township hospitals: the loss of staff in township hospitals are key-member, the people who staying behind are lower capacity and quality.2 The main factors affecting the development of health human resource in township hospitals in western part2.1 The health human resource and development plan is not integrate and systematic the workforce supply and demand forecasting are inadequate, inconsistence plants and inharmonious ministerial cooperation results in the difficulty of implementation.2.2 The are no reliable and feasible health human resource ability evaluation system :basic level health workers are held under disadvantage by current evaluation system of diploma and titles, because evaluation system did not reflect the competence of workers to their positions ,such system might damp their motivation.2.3 There are lack of feasible educational and training system .Workers at township hospitals in the western region have not equal chance and financial support to accept the education and training ,the lower the profession level ,the fewer the opportunities. 2.4 Positions in township hospitals in the western region have little attraction to personnel:lower salary, poor social security , lack of work condition and social atmosphere ,career development ,professional training ,and position promotion .2.5 Lag of health management reform proves to be a further obstacle. Government has not thoroughly functioned as the critical role for health enterprise ,rigid personnel management system hinders the employment of capable staff and lay-offs of unqualified ones, the management within the institutions could not motivate the staff, position management has not been carried out .2.6 Occasional support programs have not functioned as expected due to the financial support ,administrative force and personal ethic factors.Conclusion and suggestion1 The capacity and quality indicators of township hospital staff in western region of China is generally low, the proportion of staff unreasonable, lower utilization of manpower.2 Low salary , lack of social security and bad social environment lead to the attraction of township hospitals posts is low. Under the influence of factors such as the lack input of government for township hospitals, the lack of policy support measures for the implementation and the rigid of the existing personnel system, the status and development prospects of township hospital staff in western region of China far behind other regions in the same period3 To use the reference of the experience of improving the management within the institution and promoting the efficiency and quality of workers in township hospitals in Qinba region" ,and draw education department's methods such as "The policy of promoting primary teacher's development ", and draw the methods of personnel reform about the rural health center in Qianjiang Chongqin " ,and provid the policies of other countries to decrease differences between the city and rural area like the tuition-free plan and related inclination 4 Relative suggestion about promoting manpower development of the rural health centre in western part in china .4.1 To strengthen the system guarantee of leadership, emphasize the importance of the health department to the government leaders.4.2 To secure the investment in health-work and to optimize the investment direction4.3 To establish and regulate the medical education of the financial transfer payment system, Intensify the training of local medical students. And strength personal education and in-service training and reinforce entry regulations.4.4 To adopt preferential policies and measures to attract and stabilize the existing persons, and Supply more remuneration and career development chance to rural medical works4.5 To carry out a team collaborative work in"skill mix"methods, and solve the problem of shortage of personnel at the"top"and skill and ability deficiencies at the"bottom"could be partly resoled though skill mix .4.6 T o change the way to support township hospitals in western part"from to Give a man a fish to Teach a man to fish"...