Status Analysis And Countermeasures Research On The Training Of Health Personnel In Township Hospitals In Chongqing

Objective: through the field investigation of the training of healthpersonnel in Chongqing township hospitals, its quality, training needs anddegree of satisfaction are analysed. Analysing the difference betweendemands and satisfaction and their factors is beneficial to the healthpersonnel training in township hospitals, the improvement of medicaltechnology and comprehensive quality, stable health personnel in rural area,and providing reference for the grass-roots health policy and managementframework.Methods:1literature analysis: By searching the VIP, Wan Fang, ChineseHowNet (CNKI) database, searching, sorting and analyzing related books,research reports, government documents and other documents, tounderstand the concept and theory related to health personnel in townshiphospital training, related views and methods, as well as the researchprogress and development trend.2Quantitative analysis: according to the economic and social development of Chongqing, cluster random sampling method is used.Yongchuan district, Yubei District and the Fengdu County are extracted,according to "developed urban economic circle","the West ChongqingEconomic Corridor" and "Ecological Economic Zone in Three Gorges"characteristics of the three major regional economic science division from2011October to2012February in Chongqing.8hospitals are extracted ineach sample district and24hospital in total. Self ídesigned questionnairewas used in field investigation. Questionnaire about the training of healthpersonnel in township health centers in ChongqingD includes4parts: basicinformation, training demands, training satisfaction and overall evaluationand suggestion. Trained investigators issued questionnaire and guides thefill of questionnaire and recall questionnaire. a total of850questionnaireswere issued,828were recalled (the recovery rate was97.41%), after review,of which819valid questionnaires (98.91%efficiency).3qualitativeinterviews:Semi-structured interviews outline wasdesigned According to the need of the research, interview purpose andinformation needed. With the agreement of respondents, individual depthinterview27people, each interview time is15~20minutes. In which,3health adminitrative department officer in charge of health personneltraining were interviewed,12township hospital leaders were interviewed,12township hospital staff were interviewed. The interview process washeld by one interviewer one recorder. The viewpoints were formed after examing, sorting, classifying and analyzing the interview data.4Results analysis: Quantitative materials were mainly processed bythe Epidata3.1database template. SPSS18.0was applied to do descriptiveanalysis, CMH test. Excel was used for graphics making. The relatedknowledge of management, social psychology and demography was usedcomprehensively to do the analysis and the evaluation.5Quality control: Pilot survey was conducted in a town health centerbefore the investigation. Adjustment and complement in the questionnairewere made according to the actual situation. The questionnaires werehanded out on-the-spot, filled in under the guidance and were retrievedimmediately after being completed at the scene.问Unified coding, enteringand filling-in were performed after the questionnaires were being examed.Interview was held by one interviewer one recorder. Interview data wasresorted imediately avoiding missing and forgotten. Through groupdiscussion, review, verify and supplement, finally forms the main viewsand opinions.Results:The quality of community health service working staff was not highwith unbanlanced sex ratio and ratio of doctors to nurses, unreasonableprofessional title and educational structure. Training coverage rate is nothigh (63%), training time is mainly a period of1～3months (57.98%), thetraining site mainly concentrated in the district hospital (41.14%), training frequency distribution is small in the middle two big characteristic, training1times (33.33%) and5times (22.16%) more frequently, training mode ismainly to the hospital skill training (38.16%), the training content to postskill training (35.46%). Using Likert5scale score, training the overallsatisfaction level is not high (3.291.034), between "general" and moresatisfactory", and more inclined to "general". The highest and lowestsatisfaction scores of the Three District respectively is Yongchuan region(3.34±1.017) and (3.20±0.996) in Fengdu county. Training organization,highest and lowest scores are training site (3.48±1.032) and (3.31±1.044)training; training support condition, highest and lowest scores were theteachers level (3.59±0.989) and (2.93±1.128) expense; traineesMotivation Achievement score3.41±1.029. By Cmh test, groups withdifferent age, different cultural degree, different positions, differentworking years, different personnel relationship, satisfaction of thedifferences were statistically significant (p<0.05);88.40%townshiphospital staff have different levels of demand for training. By Cmh test, thedifference was statistically significant between the needs of different agegroups (p<0.05); among different positions, different working years,between different personnel relations between demand of the differenceswere statistically significant (p<0.01). Discussion and advice:The quality of health personnel in rural hospitals is not high and thestructure is unbanlanced, the training coverage and training satisfaction arelow, training needs is very strong. The government must increase financialinput, establish and perfect the training mechanism, strengthen publicityand education, improve the supporting policies and measures; the townshiphospitals and health workers need to increase awareness training, to createconditions for training, planning and organizing the implementation of;large general hospitals should strengthen targeted aid; medical colleges anduniversities should provide quality guarantees for health manpower trainingtownship.