Research On The Status Quo Of Rural Health Human Resources In Xianning

ObjectTo understand the quantity, quality and structure character of rural health human resources in Xianning. Analysis the main problems and factors in health human resources in Xianning. Discuss how to train and build a rural health human system corresponding to the development of health enterprise of the region, how to improve the quantity and structure of health technical personnel, and how to improve the overall quality of rural health workers and health service level. Provide policy suggestions on how to improve the quality of rural health human resources of Xianning and the rational distribution of health resources.Data and MethodsTo analysis the data of rural health human resources of Xianning in 2008. Understand the status of health human resources. Survey 240 students in one college and one health school by stratified random sampling, understanding the employment intentions and the factor of medical students by questionnaire. Establish database using Excel, do statistical analysis with SPSS11.0, and mainly use the descriptive analysis method.Results1, the status quo of rural health human resources in Xianning:(1)The data showed that there are 12534 health personnel in total in Xianning, including 9697 health personnel,2646 rural doctors. There are 8123 health technological personnel, which are 82.08% of the health personnel. The number of health technological personnel and doctor per 1000 persons on average are 2.91 and 0.92, which is lower than the level of Hubei province and the country. (2) Medical and prevention personnel are 83.4% and 16.6% of health technological personnel in medical establishment. (3) The ratio for the health personnel of county, township and village is 2.69:1.44:1, like inverted pyramid. (4) The education of health personnel in county health establishment is higher obviously than those in town health center. The education of health personnel of town health center and public health is low. (5) The ratio for the senior, intermediate, grassroots and non-professional is 1:4.0:6.8:2.2, and the most senior are in county health establishment, of 98.4%. (6) The age of health personnel in town health center is older, with fewer new employees. (7) Few health personnel training in town health center in recently two years.2, information of intention of medical students to get a job in rural grassroots:(1) The ratio of medical students willing to get a job in rural grassroots is 5.9%; and it is 80.0% unwilling to work in rural grassroots. Medical students showed negative tendency for work in rural grassroots. (2) The main factor that urging medical students to get a job in rural grassroots is the pressure from employment difficulties, accounting for 82.2%. (2) The factors blocking medical students to get a job in rural grassroots is the living difficulty (of 87.6%), the development of space smaller (80.0%), the poor economic treatment (77.3%), the psychological tendency to city life (45.9%), etc.(4) The attractiveness of potential policy on rural health human resources is the rural integrated development(of 97.8%), improving working conditions and income(95.8%), short-term care policy (50.3%), preferential policies on career development (31.9%), etc.Discussion1, analyses on the characteristics of rural health human resources in Xianning: (1) The quantity of rural health rural health technicians in Xianning were fewer. (2) The overall quality of rural health rural health technicians in Xianning is lower. (3) The distribution of rural health human resources in Xianning is irrational. The distribution of rural health human resources is irrational on levels, high-quality technical health human resources is very lack in grassroots. The distribution of rural health human resources is irrational in medical and public health services; and it is irrational in doctors and nurses, the quantity of nurse are lack obviously. (4) The rural health human resources in Xianning are aging, lacking of metabolism.2, analysis of factors affecting rural health human resource:(1) The huge gap of development between urban and rural impacts the stability of the rural health resources. (2) It is lack of the research and system planning on rural health human resources. (3) The policies on rural health human resources may not be implemented. (4) The management system in rural grassroots is unscientific.Suggestions(1) To attach importance to the research on rural health human resources, and plan for it. (2) To set appropriate policy for the stabling of rural health human resources team. To increase the investment for rural grassroots health from the government; guide reasonably the new rural cooperative medical care funds to the grassroots level; guarantee the income of rural doctors and stable the rural health human resources team; develop and implement the policy for promoting the distribution and flow of rural health human resources more reasonably. (3) To reform the operating mechanism of township health center, improve the efficiency of rural health human resources. (4) To explore a training pattern of rural health human resources corresponding for the needs of rural health service. (5) To optimize the structure of rural health human resources.