Study Of Configuration Status And Fairness Of Human Resources In Maternal And Child Health Care Institutions In Shandong Province

Objective:The project is set out to investigate the human resource allocation status of all levels ofmaternal and child health care institutions in Shandong province with the aims of identifyingthe problems; evaluating the justice of human resource allocation and at the same revealingthe regional difference situation of population and economy based human resource allocation;and finally providing some advice on how to build a proper-scaled and reasonable-structuredteam, which has ethical and competent members and thus the capability to fulfill the needs ofdifferent classes of people. This would prompt the sustainable development of maternity andchild care.Method:In order to investigate the human resource allocation status of the maternal and childhealth care institutions in Shandong province, we have designed a special questionnaire anddistributed the questionnaires to162maternal and child health care institutions of both thecity-level and county-level. Finally we retrieved160questionnaires in total with the recoveryrate of98.77%.Furthermore, we used Excel software and to build the database after the data was sorted.Then the database was logically checked. Moreover, quantitative analysis was carried out forthe data by using SPSS17.0. Finally, we evaluated the justice status of maternal and childhealth care institutions based on the Theil index by applying the weight of population and GDP respectively.Results:1Human resource allocation status of the maternal and child health careinstitutions in Shandong provinceBased on the3sets of allocation standard,66institutions (41.25%of the total) aresubstandard on the number of permanent staff and41institutions (25.63%of the total) are notup to the standard of actual on-the-post employees.Based on the evaluation standard of health technical personnel allocation in Shandongprovince,134institutions (83.75%of the total) are up to the standard; Relying on the nationalevaluation standard on maternal and child health care institutions issued in1995,107institutions, i.e.66.88%of the total, are fulfilled.9city-level institutions are up to thestandard of Shandong evaluation standard and3county-level institutions are standard to thenational evaluation standard.4city-level institutions in our province fulfill the national requirement of medical carestuff allocation, meanwhile3county-level institutions are also fulfilled.160institutions have16204medical care personnels in total, of which7704are licensedphysicians and8500are registered nurses. The ratio of doctors to nurses in city-levelinstitutions and county-level institutions are1:1.43and1:0.96respectively.In the city-level maternal and child health care institutions,8.60%of the total healthtechnical personnel have Master’s degrees or higher,46.20%have Bachelor’s degrees and45.21%have college and below degrees. The ratio of high-level to middle-level to low-levelpersonnels is1:2.26:4.50. On the other hand, in the county-level maternal and child healthcare institutions,0.70%of the total health technical personnel have Master’s degrees or higherand30.45%have Bachelor’s degrees. The ratio of high-level to middle-level to low-level stuffis1:5.77:8.68.72.07%of the the staff in city-level institutions are younger than40and the percentage is68.13%for county-level institutions. The age structure is relatively reasonable since the agecomposition is olive shaped in all levels of institutions.63.48%of the city-level institutionemployees are having less than10years seniorities, while58.52%of the county-levelinstitution staff have less than10years seniorities.40.17%of the city-level institution employees have seniorities of less than5years, while35.19%of the county-level institutionstaff are having seniorities of less than5years.2The fairness status of human resource allocation of maternal and child health careinstitutions in Shandong provinceFor the4types of human resources in maternal and child health care institutions, healthpersonnels have the lowest Theil index, i.e., they have the best justice relatively, however,nurses have the highest Theil index, which means their justice is the worst. The middle area ofShandong province has a larger Theil index than the eastern and western areas. When GDP isused as the weight instead of population,4types of human resources have increased Theilindexes and lower justices.On the other hand, with the weight of population,4types of human resources have theregional difference contribution rate of higher than80%, i.e., the unfairness comes from theinter-area differences. While with the weight of GDP, difference contribution rate betweenareas of doctors and health personnels are both higher than the rate of inter-area. Moreover,inter-area difference contribution rate of health technical personnel and nurses are higher thanrate between areas. Further still, the eastern area has the highest difference contribution rateamong others.Conclusions:The maternal and child health care institutions in Shandong province lack of registeredpersonnels, i.e., the current arrangement of the health care teams fail to fulfill therequirements of health care service for women and kids. To be specific, health personnels areunderstaffed, the ratio of doctors to nurses is unbalanced, and more health technical personnelis needed. Moreover, health technical personnel are generally not having good educationalbackgrounds and title levels. Both the educational backgrounds and title levels of the staff aretower type distributed, at the same time the this tower type has little spire and wide base.Furthermore, though the age structure is relatively reasonable, personnels are having shortseniorities and likely to change their jobs, i.e., the stability is not satisfactory.The allocation of nurses has the worst fairness status among4types of human resourcesfor maternal and child health care institutions relatively. The middle area of Shandongprovince has the relative worst fairness of human resource allocation. The overall distribution differences are mostly come from the inter-area differences which are coursed by thedifferences between cities of the middle area. The human resource allocation differences areinfluenced by the economic status.For the sake of improving the current situation of maternal and child health careinstitutions’ human resource allocation and narrow the gap between different levels of humanresource allocation in different areas and within areas, a list of actions need to be taken: firstly,insist on the leading role of the government in the management of human resources; secondly,periodically announce the ranking of the construction status on human resource allocation ofthose institutions; thirdly, enhance the function of government and increase the investment onthis field; fourthly, adjust the human resources structure and make relevant fields developcoordinated; fifthly, improve the staff’s educational and title levels by various of means;sixthly, ensure the stability of personnels; finally, strength the efforts on macroeconomiccontrol, improve the unbalanced status between areas, and prompt the coordinateddevelopment of maternal and child health cause.