Analysis On Human Resource Situation And Influencing Factors Of Community-level Healthcare Institutions

Objectives: In order to provide a reliable basis for the formulation of the new health care reform policy and put forward a strategy of human resources management and development suitable for *** province,tree structure theory and two-factor theory was used to understand the reasons for human resource turnover and the effect of incentive mechanism in primary medical institutions in *** Province.Methods: In order to understand and grasp the basic situation and existing problems of human resource management in primary medical and health institutions in *** Province,a analysis of the basic information from statistical yearbook of *** province health department and questionnaire such as personnel number,gender,age,title,educational background,turnover intentionwas performed,the theory of talent tree and two-factor theory was used to studied the current situation of medical personnel,the reasons for their resignation and the operating conditions of the incentive mechanism in primary medical institutions of *** province.Results: The professional titles of health personnel in grassroots medical institutions in *** Province are mainly primary(division level),which is accounting for the largest proportion.The senior professional titles as canopy talents only account for 9.4% of the total number,which was 4.5 percentage points lower than the provincial average.And 65.1% of the primary,junior levels,and non-assessed professional titles in the grassroots.Only 27.7% of senior professional titles have bachelor degree or above, while 46.1% of the province's senior titles have bachelor degree or above.Although the proportion of doctors(technicians,nurses)at the basal level is high,there is still a problem of low educational level.The proportion of people with college degree or above in primary medical institutions in *** Province is 53.6%,which is lower than the national average by 2.7 percentage points.The national proportion of staff with college degree or above in township health centers is 46.1%,while 35.33% in township health centers in this province,which is lower than the national average of 10.17 percentage points.The reason for the departure of personnel in grassroots medical institutions in *** Province is mainly retirement,accounting for 53.2% of the total reason for resignation.The proportion of resignations only accounts for 16.3% in the number of resignees,with an average of only 120 per year,less than 1% of the number of incumbents in *** Province.Residents have higher educational background,younger age and lower professional title,but they have higher willingness to leave,up to 11.5%.The reasons for leaving are mainly “excessive work pressure”,“small promotion space,small development potential” and “family factor”.The willingness to leave the high-educated level is much higher than the overall willingness to leave,such as 26% for masters and 66.7% for doctors.Among the health care factors,the staff's satisfaction with income was low,only 32.2%,and the satisfaction rate of payment and return was low,only 49.2%.Among the incentive factors,only 57.7% of the incentives were satisfactory to the performance appraisal process(or related system)and only 56.9% of the staff were satisfied with the performance appraisal results.Conclusions: The talent structure of the grassroots medical institutions in the investigated provinces is unreasonable.the proportion of staff with low education level is high,and so is the proportion of low-level employees.There are great problems in the health factors and incentives of grassroots medical institutions in *** Province,resulting in poor stability and enthusiasm for the grassroots medical institutions,which tends to be unstable and high leaving willingness for the staffs.