Study On Status And Developing Strategy Of Human Resources In S Hospital

Health providing sustainable development with healthy labors, is closely related to people’s lives in our country. In the18th National Congress of the Communist Party of China, fully building a moderately prosperous society was proposed while people’s health was one of the factors deciding the success of this goal. As the development of our economy and spread of medical knowledge, people pay more attention to individual health. However, there are less than20000hospitals in our country. Medical resources, accounting for only2%of the world, is responsible for22%of world’s population medical services. The increase of the number of the large-scale comprehensive medical institutions is far lower than the growth of patient. The available medical resources are far from enough for patient. Therefore, the comprehensive level of first-class hospital medical care has become a social contradiction. There are many factors leading to this problem, but the imbalance of medical human resource allocation is the root of it.This research mainly uses the methods of studying current situation of epidemiological and retrospective survey. It describes and analyzes the personnel of S hospital through EXCEL2007. We can get relative data about the current personnel, equipment standards and current gap of S hospital’s on-job personnel including people in and outside staff by consulting S hospital’s archived statistics. The research mainly describes the current amount, age structure, title structure and its change tendency of S hospital’s medical personnel; finds the gap between current equipment and its standard; analyzes the problem of establishing personnel and its reason and gives suggestions and finally lays foundations for making scientific human resources plans.According to comparison of statistics, we can see that although human resources of S Hospital matches its scale, there is a terrible excessive amount of logistics workers. The majority of medical technical personnel are young and middle-aged people under35years old. Most of them have Bachelor’s or college degrees and masters account for20%. However, only0.9%of nursing staff have higher education level and position title is mainly primary. There is a shortage of primary and intermediate titles among doctors. In recent5years, compared with rapid increasing of patients, the growth rate of doctors is low which leads to relative shortage of doctors, pharmacists and technicians. According to the situation above, we have following suggestions. Firstly, we make plans about arrangement of S Hospital’s human resources. According to position proportion, logistics workers should account under8%; management personnel should account for5%and the rest are professional personnel. Health professional and technical personnel’s arrangement should be based on their own types. The number of doctors should be equal to1.7*0.8*1/3*number of bed. The number of nurses should be equal to1.7*0.8*0.5*number of bed. Pharmacists should account for5%of medical technical personnel. Technician should account for12%of medical technical personnel. Secondly, in order to solve the lack of resident doctors, standardized training of residents should be kept. Thirdly, promote growth of higher educated staff. Fourthly, strengthen trainings and encourage entire staff to improve their education level and cultivate professional management personnel..