Study On Status Of Human Resources In Community Health Service In Wanzhou District Of Chongqing

OBJECTIVE:To know present situation of human resources in community health service institutions inWanzhou to find out existing problems and give some advices for providing a scientific wayto deploy human recourses reasonably and make human resource policies and rapid thedevelopment of Community Health Service in Wanzhou District and the construction of“health Wanzhou, health Chongqing”.METHODS:1. Literature review：by consulting the relevant literature to understand the policies anddevelopment of human resources of community health service in domestic and international.2. Field investigation: using the “Questionnaire on the basic of community health serviceinstitution” and “Questionnaire on the human resources in community health serviceinstitution” to carry out general survey in13Community Health Service Centers in WanzhouDistrict (service center contains the service station).3. Analysis Methods: The software of Epidata3.1was used to establish a database andthe software of SPSS13.0was used for data analysis. Charts were done with EXCEL.RESULTS:The total of health technical person is286, clinical (assistant) physicians are102(including Western medicine, Chinese medicine, oral), health care personnel are31, nurses(paramedic) are94, pharmacists (division) are20,test persons (division) are13, managementstaff are17, other health technicians persons are9. HRDI is0.67. The male to female ratio36.01:63.99. All kinds of health technicians, in addition to the clinician, the gendercomposition of other types of health technicians are women higher than men. Under the ageof30accounted for58.39%.First degree in secondary mainly (47.20%), the highest degree inspecialist mainly (50.35%). Professional distribution to clinical medicine mainly (43.71%),clinicians, public health physicians, nurse qualification certificate obtained rates were84.31%, 19.35%,89.36%. Title to the primary main (63.29%). the establishment of staff accounted for28.32%. Health Personnel in training coverage of61.12%; training trips per capita is1.28people; general practitioner job training was70.59%;90.56%of the health technicians arewilling to participate in various training;85.31%of the health technicians to accept part-timerelease form of training;40.21%of the health technicians require training2times per yea.63.43%health technique who think that the training content and post closely. Urgent need toimprove the knowledge and skills focused: general medical and general medicine (71.68%),interpersonal communication skills (56.54%), first aid knowledge and skills (53.85%), healtheducation (53.15%), preventive health care (52.45%). The overall Satisfaction was3.26, theaverage satisfaction was3.16," interpersonal relationship"," work environment","management"," unit and individual development"," work"," welfare" satisfaction were3.62,3.57,3.25,3.14,2.96,2.38. Affect of staff enthusiasm for work mainly in: income is toolow (77.27%), the preparation did not solve (71.68%), the policies are not implemented(63.99%), poor operating mechanism (53.50%).74.13%of the health technicians have theopportunity to quit. According to the population of the community health technical personnelallocation, community physicians and community nurse Gini coefficients were0.3808,0.4443,0.4953, according to the geographical area of community health technical personnel allocation,community physicians and community nurse Gini coefficients were0.5956,0.3392,0.4894.CONCLUSIONS:1. The system of community health service is not complete and community healthservices are unevenly distributed. There are still four community health service center is notbuilt.2. The total amount of Community health workforce is shortage. General practitioners,community nurses and public health physicians are lack of allocation. Public healthphysicians lack the most obvious.3. Community health manpower structure is not reasonable. The proportion of doctors isinverted; community nurses lack is also more serious. The gender imbalance is mostly women.Age structure is young form Pyramid sample distribution. Low level in education, the firstdegree is the highest degree of this school, in college, undergraduate and above smallernumbers. Preparing volume is sufficient but idle more supernumerary personnel, more thanthe authorized staff. 4. Human resource allocation in community health is fair and poor. Health humanresources density (HRDI) is quite different. Gini coefficient is too large.5. It is not high or insufficient in the coverage rate and the number of people and Percapita cost of training in community health workforce.6. The satisfaction generally is not high in community health service staff. The stabilityof the community health workers is not high. The Community health workforce has a largerturnover intention or inclination. Influencing factors on Enthusiasm for work contains lowincome, preparation of unresolved, supporting policies do not implement and so on.SUGGESTION:Awareness develops, improve and implement the related policies for community healthservices. To increase community health personnel efforts to bring to make up the healthworkforce demand gap. Adjust and optimize the human structure In accordance with theCommunity Health staffing standards. Strict community health workers access standards, andstrengthen the various types of training, learning, foreign exchanges, to improve the qualityand level of community health manpower business. Improve community health servicesoperating mechanism; improve the stability of the community health workforce initiative andpersonnel. Strengthen community health personnel training mechanism, to increasecommunity health efforts to train personnel, to promote rapid and sustainable development ofcommunity health services.