摘要
目的了解贵州省民营医院人力资源的结构、利用和管理现状。方法 2015年6—8月,采用简单随机抽样方法,抽取贵州省具有医保定点资格的20家民营医院和50家公立医院为研究对象,使用《全球管理调查》和《县级医院调查表》进行调查,运用比较分析法对贵州省民营医院的现状进行分析。结果 20家民营医院总工作人员数为1 137人,卫生技术人员858人,医护比1∶1.1,床护比1∶0.2;执业类别构成与公立医院差异有统计学意义(P<0.01);职称结构与公立医院差异有统计学意义;民营医院的人员经费占医院总收入的24.8%,年人均工资为4.8万;2012—2014年民营医院流失执业医师和执业助理医师分别为70人和69人,而新进执业医师和执业助理医师人数分别为50人和58人。结论贵州省民营医院人力资源结构不合理,管理不善,对人才的吸引力不足,限制了民营医院的长远发展。
Objective To examine the structure, utilization and management of human resources in private hospitals in counties of Guizhou province. Methods Using simple random sampling, we surveyed 20 private and 50 public hospitals with the qualification for medical services assigned by medical security in 28 counties of Guizhou province between June and August 2015. World Management Survey and a self-designed questionnaire on basic condition, human resources, financial status, and management of the hospitals were adopted in the survey;comparative analysis was used to assess the status of private hospitals. Results For the 20 private hospitals, the total number of staff was 1 137 and that of medical personnel was 858 ;the ratio of doctors versus nurses was 1：1.1 and the ratio of number of beds versus nurses was 1： 0. 2. The structure of practicing categories of the private hospitals was significantly different from that of public hospitals （P 〈 0. 01 ） and the distribution of professional titles among the medical personnel in the private hospitals differed significantly from that of personnel in public hospitals. The personnel expenses accounted for 24. 8% of total hospital revenue for all the private hospitals and the annual per capita wage was 48 000 RMB yuan. The number of practicing physician and licensed assistant doctors leaving the private hospitals were 70 and 69 and those entering the private hospitals were 50 and 58, respectively during the period from 2012 through 2014. Conclusion The structure of human resources is irrational and the human resources management is poor for the private hospitals in counties of Guizhou province and the situation may impede hiring of talent and limit long-term development of private hospitals.
出处
《中国公共卫生》
CAS
CSCD
北大核心
2017年第1期136-138,共3页
Chinese Journal of Public Health
关键词
民营医院
人力资源
人才管理
private hospital
human resource
talent management
