A Preliminary Analysis On The Risk Of Human Capital Investment In Public Hospital In Hubei Province

Purpose:Through the empirical research on the human capital investment in public hospital in Hubei province ,this study is going to analyze the composition of the risk of human capital investment in public hospital and the risk factors in the course of human capital investing , to find the problem in the course of human capital investing, and to put forward some suggestions on how to reduce these risks.Methods:1. Literature research: Collect relative theory research of human capital investment in public hospital, and make a brief analysis and comment through literature research to lay a theory foundation of this research.2. Experts consultation: Determined risk units and influencing factors preliminarily through expert consultation.3. Questionnaire investigation: Conduct questionnaire investigation in eight public hospitals in Hubei by the following 4 questionnaires:basic status questionnaire of public hospital, questionnaire of persons in charge in personnel department, questionnaire of midlevel managers and questionnaire of ordinary staff.4. Semi-structure interview: Have semi-structure interview with persons in charge in personnel department to understand impacts of the environment on the risk of human capital investment in public hospital, to understand the risk of maintaining, to understand impacts of the losses of human capital on the risk of public hospital.5. Statistical analysis: Besides descriptive statistics, chi-squared analysis and nonparametric rank sum test are done for simple statistical inference, logistic regression is done to analyze influencing factors in the human capital's loss risk . Results:1. Basic status of investigation:317 employee from eight public hospitals(four tertiary hospitals and four secondary hospitals) in Hubei were investigated, including 203 senior employee (64.0%) and 114 midlevel managers(36.0%). Proportion of degree:the respective ratio of postgraduate,undergraduate and those with junior college degree below are 17.5%,52.1%and 30.3%.2. The risk of human capital investment in public hospital is composed of introduction risk, organization risk, stimulate risk, performance evaluation risk and irresistible risk.3. The risk mentioned above originated from individual staff, hospital, government and external market.3.1 Individual staff: moral quality in individual staff, the matching ability between individual staff and post, staff's health status, staff's work efficiency, staff's work performance and personnel loss.3.2 Hospital: management's recognition degree of human resource management, hospital's attraction and cohesion, scientific human capital introduction, scientific training, reasonable human capital distribution and employment, incentive and restraint mechanisms, cultural construction.3.3 External market: medical service market, competitor market, medical personnel market, medical technology market.3.4 Government: macroscopic political and economic circumstance, industry enviroment, economy-society enviroment of the area .3.5 Four influencing factors of human capital loss are found by logistic regression analysis: staff's satisfaction degree of examination system(OR=0.467,95%CI:0.267-0.815), staff's satisfaction degree of cultural construction(OR=0.517,95%CI:0.294-0.911), staff's consideration of leaving the area or no(tOR=4.521,95%CI:1.977-10.340), contract binding force to staff(OR=2.704,95%CI:1.060-6.899).Suggestions:1. Management in hospital shoud pay more attentions to human capital investment. Nowadays private hospitals have increased human capital investment. Public hospitals should pay more attentions to human capital investment and risk prevention in order to improve core competence,including not only the renew of idea but also implementation of human capital investments.2. Hospitals should try their best to do the work of human introduction ensuring the first step of the human capital investment. Job analysis is the foundation of kinds of management activities.Do a good job of job analysis, make recruitment plan well, ensure written examination and interview scientific and rational to enhance efficiency of recruitment.3.Enhance employee training and exploiting. Do training need analysis firstly, including organization analysis, personnel analysis, position analysis.Make scientific training plan on the basic of training need analysis, including persons in charge, training goal, training object and content. Evaluate training effect after training , establish and improve raletive incentive and restrain machanisms.4.Hospitals should pay more attentions to staff career management. Good staff career management could improve staff's work efficiency and increase hospital's benefit.5.Combine material awards with sprint incentive. The design of staff's welfare and salary must be fair, invigorative. They should be combined with performance evaluation system. Sprint incentive could include authorization, fair promotion system and providing more chance for staff, etc.6.Strengthen culture construction and working enviroment construction. Hospital's culture includes this hospital's values, moral norm, rules and regulations, life style, and according way of thingking and activing. Excellent cultural can strenthen staff's sense of belonging, increase initiative and creativeness in work. In additon competitive, fair, cooperative and comfortable working enviroment must be build.7.Comprehensively considerate external environment of hospital, including the environment of medical market, macroscopic political and economic circumstance, industry enviroment, economy-society enviroment of the area. Then adjust hospital's behavior of human capital investment according to external environment's changes.