Research On The Human Resource Management Of Community Health Services In Yuexiu District Of Guangzhou

High expenditure on diseases and difficult access to quality medical services have always been a focus of national attention. However, there is a huge gap between the people’s growing public health service demand and the limited supply of health care resources in our country. What’s more, the development of hospitals is imbalance:big hospitals are overloaded, while small hospital seldom visited. China has carried out six times large-scale medical and health reform since 1979. Most recently in March 2009, the CPC Central Committee and the State Council promulgated the opinions on deepening the reform of medical and health system (hereinafter referred to as "new medical reform"). The new medical reform focused on building a new basic medical and health service platform in the last six years, attempting to guide "serious illness into the hospital, minor illness into the community". However, the development of primary health care reform is imbalance in different community hospitals; Especially, most community hospitals confront with a difficulty of human resource management, which makes them unable to afford the primary health care service and affects the development of health care reform. Therefore, it is meaningful to clear the position of primary medical institutions and solve problems of human resource management in community hospitals, which can improve the quality of primary health care, ease access to health care service and lower medical expenditure.This study focus on human resource management in Yuexiu community hospitals. Combining with related theories of human resource management, it investigated the situation of human resource in six representative community hospitals and analysed their advantages and disadvantages, in order to explore reasons and find solutions.This study investigated the situation of human resources management in Yuexiu District community hospitals, including staffs basic information, professional qualities, professional categories, six models of human resources management, as well as career satisfaction and cognition. It found some problems which were prevalence in these hospitals. For example, human resources plans were unreasonable, recruitment mechanism was not scientific, training was not various and ineffective, evolution of staffs performance was a mere formality, and promotion mechanism was not sufficient. In order to solve these problems, this study referred to experience from the UK and Shanghai. It suggests some measures can be taken to improve human resources management in Yuexiu primary medical and health institutions from five aspects:to accelerate the medical and health reform, to make reasonable human resources plan, as well as to prove the performance and salary distribution.