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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 understand the structure, utilization and management of human resources in private hospitals in Guizhou Province. Methods From June to August 2015, 20 private hospitals and 50 public hospitals with fixed health insurance in Guizhou Province were selected as the research object by using simple random sampling method, using “global management survey” and “county hospital questionnaire” Survey, the use of comparative analysis of private hospitals in Guizhou Province, the status quo. Results The total number of staff in 20 private hospitals was 1 137 and that of health workers was 858, the ratio of health care to nursing was 1: 1.1, and the ratio of nursing to nursing was 1: 0.2. There was significant difference between the types of practicing categories and public hospitals (P <0.01). The structure of job titles and public hospitals have significant differences. Private hospital staff accounts for 24.8% of the total hospital income and average annual salary is 48,000. In 2012-2014, the number of discharged and practicing assistant doctors in private hospitals was 70 and 69 respectively While the number of new medical practitioners and practicing assistant physicians was 50 and 58 respectively. Conclusion The structure of human resources in private hospitals in Guizhou Province is irrational, poorly managed and insufficiently attractive to qualified personnel, limiting the long-term development of private hospitals.