Research On The Authorized Personnel Position Management Reform Of Community Health Organizations In Typical Areas Based On The CIMO Logic

ObjectivesBy investigating the current situation of the authorized personnel position management reform of community health organizations, and based on the CIMO logic to analyze the context, intervention, mechanism and outcome of this reforming policy, also the reason of the effect, and also compare characteristics between the research areas, we aimed to sum up experience and put forward several relative suggestions.ContentsFirstly, this research studied the related concepts and theories of the authorized personnel position management reform of community health organizations. Secondly, based on the CIMO logic to analyze the context, intervention, mechanism outcome of this reforming policy, also the reason of the effect of the research areas, and then sum up the experience and problem. Thirdly, compared characteristics of the authorized personnel position management reform of community health organizations between the research areas. Lastly, summed up the experience and put forward several relative suggestions.MethodsThis research used the literature research method to collect the information about the theory and practice of the authorized personnel position management. Based on the individual in-depth interviews and questionnaires, we collected the materials about the authorized personnel position management reform of community health organizations in the typical areas. The personnel quality, personnel flow and individual job satisfaction were analyzed by descriptive statistics analysis. Furthermore, based on the method of stakeholder analysis and also the basic elements of the CIMO logic, this research studied the influences of the people and organizations to the innovation of the authorized personnel position management.Results1. The authorized personnel position is the quantity determination and distribution of the personnel. Actually, the authorized personnel position management is the allocation of human resources, and the same to the health human resources. The theories related to the authorized personnel position management mainly contain human resource theory and health resource allocation theory.2. Firstly, the contexts of the authorized personnel position management reform of community health organizations in Wuhou district of Chengdu, Jinghu district of Wuhu contain political context, cultural context and value, relationship of each sector, executive subject. Secondly, the interventions included taking policies, allocating the authorized personnel position, adjusting budget, carrying out national engaging system, establishing the system of equal pay for equal work and unified pension system, strengthening supervision of recruitment and use. Thirdly, the outcomes are consist of optimizing the personnel structure, making the personnel flow reasonably, arousing the personnel enthusiasm to work and improving the individual job satisfaction. Lastly, the contexts directly influence the interventions, and then the interventions lead to the outcomes. The mechanisms could explain the intervention how to influence the outcome. However, currently Shenzhou hasn’t reform the authorized personnel position management reform of community health organizations.3. The contexts, mechanisms and outcomes of the authorized personnel position management reform of community health organizations in Wuhou district of Chengdu, Jinghu district of Wuhu are similar. Moreover, the core interventions are same but also have some differences. Other than Wuhou and Jinghu, Shenzhou hasn’t reform the authorized personnel position management reform of community health organizations due to the noncooperation of the authorized personnel position sector.Conclusions1. The authorized personnel position management reform of community health organizations in Wuhou district of Chengdu and Jinghu district of Wuhu are same in contexts and main measures. Moreover, the reform could optimize the personnel structure, make the personnel flow reasonably, arouse the personnel enthusiasm to work and improve the individual job satisfaction to some extent.2. Multisectoral consensus and cooperation was the premise of the reform. And the national engaging system and director responsibility system in community health organizations played an important role in the reform. Also the system of equal pay for equal work ensured the reform successful.3. Issues like personnel motivation shortage, further optimization of personnel structure, the supervision of personnel recruitment are still to be resolved.Policy implicationsThis research proposed five policy implications as follows:strengthening the cooperation of multi-department, and exploring the way of the authorized personnel position management. Carrying out the national engaging system and director responsibility system in community health organizations. Establishing the system of equal pay for equal work and unified pension system to ensure fairness. Improving the incentive mechanism, and establishing the scientific and reasonable compensation mechanism. Strengthening the culture construction, personnel development in primary health care, and perfecting matched policies.