Study On The Reasons And Countermeasures For The Talent Shortage Of Private Hospitals And The Structural Employment Diffictlty Of Medical Students In Chongqing City

Objective To understand the current situation of structural employment difficulties for medical students,the general attitude to employment in private hospitals,and the status,problems and influencing factors of human resources in private hospitals;And to find out the obvious contradiction in the supply and demand of medical human resources,so as to promote the coordinated development of medical human resources in supply and demand.Method1.Literature research method: By the method of literature research,the current research situation was acquainted,and the related theories,especially the theory of structural employment difficulties were sorted out;2.Questionnaire survey method: Medical graduates in Chongqing Medical University and Chongqing Medical And Pharmaceutial Collegewhich are in the central districts of Chongqing were investigated by stratified cluster sampling.And by site filling and network filling,a total of 1020 medical graduates were surveyed,including 395 college graduates,433 undergraduate graduates and 192 master graduates;3.Semi-structured interview method: In-depth interviews were conducted with medical graduates,managers of private hospitals,medical personnel,and health administrative department managers;4.Statistical analysis method: Epidata3.1 software was used to establish database and SPSS21.0 software was used to analyze the data investigated.The main statistical methods are ?2 test and Logistic regression analysis.The test level is ?=0.05.Results The theoretical research results: The theoretical reason for the shortage of human resources in private hospitals lies in the inadequate investment and incentives for talents,which reduced the job satisfaction and talent attractiveness of medical personnel.And the employment of medical students is dominated by structural employment conflicts,and the theoretical reasons for employment difficulties is that the supply structure of medical students is not adapted to the demand structure of the labor market,which resulted in the medical students' supply structrue misplaced employment difficulty.At the same time,due to the severe division of the labor market,and the private hospitals are in the secondarylabor market,the huge differences with public hospitals in salary,job security,training opportunities and promotion systems led medical graduates prefer to be unemployed by public hospitals,rather than be employed by private hospitals,whcih resulted in employers' different types employment difficulty.2.Empirical research results:(1)Medical graduates' questionnaire survey and interview results:(1)Redarding whether they would like to go to private hospitals for employment,33.1% of medical graduates choose to be willing,24.0% of medical graduates choose to be unwilling,and 42.8% of medical graduates choose to be uncertain.And whether there was social practice experience,mother's education level,mother's occupation,salary expectation,evaluation of employment guidance,and there were no one work in private hospitals were the independent influencing factors for the medical student's unwillingness to take a job in private hospitals;the understanding of private hospitals and whether there was acquaintance works in private hospitals were the independent influencing factors for the medical student's “uncertain” willingness to take a job in private hospitals;The understanding of private hospitals and whether there was acquaintance works in private hospitals were the independent influencing factors for the medical student's “uncertain” willingness to take a job in private hospitals.(2)The first consideration of medical graduates waspersonal career development platforms,and students graduating with different levels of education and different professional categories were different in the emphasis of career selection;From the educational level,the postgraduates paied more attention to the level of hospitals,undergraduates laied stress on the nature of hospitals,and junior college students attached importance to the areas where the hositals locate.From a professional point of view,graduates of clinical medicine and nursing were more concerned about the matching of their positions with their major,graduates of public health and preventive medicine and non-medical students emphasized job stability and income level,and graduates of Stomatology and Medical Technology thought highly of the prospect of hospital development and the level of hardware.(3)11.9% of medical college graduates expect to earn more than 5,000 yuan per month for medical graduates,25.6% of medical graduates in undergraduates expecte to earn more than 5,000 yuan per month,and 20.8% of master graduates expect to receive 8,000 yuan in salary.(4)family annual income,parental education,parental occupations and other family factors had significant impacts on the employment expectations and employment concepts of medical students;(5)60% of medical graduates were active in obtaining employment information;40% of medical graduates were passively receiving employment information;(6)That the evaluation of school employment guidance by medical students is very practical has asignificant positive impact on medical students' "salary expectation less than 5000 yuan per month","actively obtaining employment information" and "very familiar with private hospitals",and it has a significant negative effect on medical students' "considering salary level and welfare treatment".(2)Private hospital managers and medical staff interview results:(1)In Hospital B,the primary professional titles of resident doctors accounted for about 2 / 3 of the total,and the outpatient physicians were basically retired staff.In Hospital C,the proportion of primary doctors was 47%,the proportion of intermediate doctors was 29%,and the average age of workers was 30 years old.And in hospital A there were more than 160 staff,and 200 to 300 people had left since the construction of the hospital;(2)Private hospitals prefer experienced and retired experts,followed by grassroots workers,and the needs of medical graduates were concentrated in medical assistance,nursing,medical guidance,consultation and other posts,and the treatment of medical graduates is low;(3)The lack of professional development platforms and the social credibility of private hospitals were the biggest two dilemmas for the acquisition and management of talents.(3)Managers of health administrative departments interview results:(1)The development of private hospitals has not reached an ideal status for the time being,and medical standards and medical integritywere the two major problems;(2)The effect of government policy support and supervision and management is not ideal,and the lack of self-regulation in private hospitals is the main reason that affects its talent attraction;(3)The structure and quality of medical training were insufficient,the employment situation of medical students was different,and the professional ability was deficient;(4)There were no relevant policy for the employment of medical students in private hospitals,and the supervision of private hospitals was strengthened,and it was more feasible to promote the development of private standards and thereby increase the attractiveness of its talents.Conclusion(1)There are problems in the employment of medical students:(1)The employment situation of medical students is grave,and there are obvious differences between different degrees and different majors;(2)The employment willingness of medical graduates in private hospitals are insufficient,and the “uncertain” willingness account most,and the lack of understanding of private hospitals is an important influencing factor;(3)The lack of professional skills,and the lack of standardized training and qualification certificate are the biggest disadvantages for medical graduates' employment;(4)The concept of employment of medical students is increasingly rational,but their employment expectation is high,and influenced by family factors.(5)There is a lack of initiative in theemployment of medical students,and the coping power for employment crisis is inadequate.(2)There are problems in higher medical education:(1)There exists cultivation structure imbalance of academic qualifications and majors in higher medical education,and it is out of touch with social needs,which triggered the contradictions in the supply structure of medical students;(2)The management orientation of higher medical education deviates,in which they reduced the quality of training,and resulted in the insufficiency of medical students' skills;(3)The work of employment guidance is insufficient,which fails to give full play to the promotion of reasonable expectation,rational choice of career and information mastering to medical students.3.There are problems in the management of private hospitals:(1)The level of development of private hospitals is not high,and strategic planning and management arrangements are deficient,which lead to the lack of development stamina;(2)The structure of private hospital personnel is unreasonable and the stability of personnel is poor,which affects its medical treatment level and comprehensive strength;(3)The concept of employment is not scientific,and the rational allocation and reserve of talents are not combined with the future planning and development needs of the hospital,and the selection of personnel is confined to satisfying the current service needs and job requirements ofthe hospital,that is,long-term planning for talents is lacking,and the benign recruitment mechanism has not been formed;(4)Talent incentive mechanism is not perfect,reasonable salary guarantee for medical graduates,incentive to medical personnel in academic,scientific research,professional training and study,snd professional development platform are lacking;(5)The standardization construction is insufficient and the social credibility is low,which is not conducive to the growth of medical graduates and brings psychological pressure to the medical staff in the present work and future development.4.There are deficiencies in government policies:(1)The existing medical education system is not perfect,and the cultivation of medical students' professional ability is not guaranteed,resulting in insufficient job competencies,which affects their employment;(2)Private hospital support policies have not yet been implemented,private hospitals face discrimination in many aspects,and at the same time,the lack of supervision upon private hospitals fails to effectively promote the development of private hospitals.(3)The employment incentive mechanism for medical students is inadequate,and there are no corresponding measures to promote the two-way choice between private hospitals and medical students.At the same time,the employment information security mechanism for medical students is insufficient.The incomplete information leads to the narrow range of employment choicefor medical students.Suggestion 1.The government: Improve the medical education system and promote the professional development of medical personnel;Implement political support,strengthen supervision and management,and promote the standardized development of private hospitals;Improve the employment security mechanism,create a fair employment environment,and promote the full choice of both sides of employment.2.Private hospitals: Strengthen self-standard construction,and improve the level of industry development;combine with the development strategy of hospitals,establish a long-term employment mechanism;improve the incentive mechanism for talents,give play to the advantages of talent management.3.Medical colleges and universities: Construct adaptive education model,optimize talent cultivation structure;Adjust medical education management orientation,ensure the quality of talent output;enhance the employment guidance service level,extend employment guidance service from medical students to families,and cultivatemedical students' rational concept of employment.4.Medical students and their families: Be solid in theoretical foundation and operational skills;Increase awareness and ability to use information resources;Change the concept of vocational value,focus onlong-term career development,and actively broaden employment ideas.