Preliminary Study On The Plight Of Human Resource And Management Issues In County Hospital

With the development of economy and society and the national health system reform, all hospitals are facing unprecedented development opportunities, but also face greater challenges. In China, the county hospital is net public hospital health care system at the end, leading the county health service network, the connection hub for urban and rural medical and health service system, covered with more than900million people and plays in the supply of medical services is extremely important effect. Our new health system reform policy clearly stated:to gradually establish and improve county hospitals as a leader, as the backbone of township hospitals, village clinics to three medical radiation based network system. County hospitals to develop into urban and rural medical assistance "main force", the basic realization of "no serious illness county (city)" target.The hospital’s human resources as a hospital to carry out the main treatment services, and their knowledge structure, accumulated experience, technical level and quality of professional ethics, etc., directly determines the quality and level of the entire hospital medical services directly related to patient satisfaction to hospital. Therefore, the hospital how to strengthen the management of human resources to their fullest potential, to ensure the smooth realization of the overall objectives of the hospital and staff personal goals, become an important issue faced by hospital managers.Currently, most of the operating conditions are not satisfactory county hospital. Cao County People’s Hospital, as a county hospital, is no exception. Currently county hospitals still follow the national institutions of the management, administrative color relatively strong, there is not flexible operation mechanism, lack of management talent, flawed incentives, cultural construction is lagging behind other issues. Low levels of human resource management resulting in the total county hospital is facing a serious shortage of human resources, low overall quality, structure is irrational, the working efficiency is relatively low and other serious problems, making it difficult to face the growing county hospital health care market more open increasingly fierce competition, more difficult to meet the county and the surrounding majority of patients is increasing, growing medical needs of the pursuit of perfection.Along with the deepening medical and health system, how virtuous, sustainable development track to become a major issue facing the county hospital. County hospitals only continue to strengthen self-construction, updating the concept of human resource management, human resource management innovation, improve human resource management, and fully mobilize the enthusiasm of the broad masses of medical workers, in order to gradually improve the diagnosis and treatment services, and enhance its overall strength, promote County health healthy development, provide more quality and convenient medical services for the county and the surrounding masses.Based on the above background, coupled with the author is engaged in human resources management at the county hospital, the paper Cao County, Shandong Province, People’s Hospital, for example, through the problems and causes of the current situation of human resources hospital, there is an in-depth analysis of the management, learn from the experience of hospital human resources management and mode of use of the human capital theory, management theory Herzberg two-factor theory, combined with the actual situation of China’s stage of economic and social development and health care reform, in-depth analysis of the Cao County, Shandong Province, People’s Hospital of human resources management situation and existing problems. Finally, some countermeasures and suggestions to solve the county hospital human resource management problems. Specifically, first, to establish a correct concept of human resources;Second, the gradual establishment of the staff play a role in health care operation mechanism; third is to establish a scientific and effective human resource incentives; Fourth, the implementation of scientific and rational allocation of human resources; five is strengthen training and continuing education for employees; sixth, strengthen the construction of hospital culture, and so on.