山东省农村基层医疗机构人才队伍建设的制约因素及策略分析

发布时间：2018-03-16 11:12

本文选题：农村基层医疗机构　切入点：人才队伍建设　出处：《中国卫生经济》2017年08期 　论文类型：期刊论文

【摘要】：目的:从人员招聘、培养、编制晋升、执业心态及资源整合等视角,探讨农村基层人才队伍建设的制约因素及策略。方法:基于课题组设计的调查问卷及访谈提纲,采用多阶段分层随机抽样收集资料,运用率、构成等描述统计、鱼骨图等相关分析方法。结果:制约因素为招聘政策与实际需求脱节,培训效果评估机制缺乏,收入满意度低、工作压力大和风险高,编制固化,职称结构不合理且评聘分离,县级医疗机构虹吸效应,帮扶针对性弱等。结论:建议加大政府人力资源建设的投入,落实编制备案制,加强人才培养和开发机制,完善基层职称构成、晋升制度并实现评聘同步,实施高水平、透明化的薪金制并设岗位补贴,建立医疗责任保险制度,推行紧密型的医疗联合体。
[Abstract]:Objective: to explore the restrictive factors and strategies of rural grass-roots talent team construction from the perspectives of personnel recruitment, training, compilation and promotion, practice mentality and resource integration. Methods: a questionnaire and an interview outline were designed based on the research group. This paper adopts multi-stage stratified random sampling to collect data, use rate, composition, and other related analysis methods. Results: the restrictive factors are the disconnection between recruitment policy and actual demand, the lack of training effect evaluation mechanism, and the low income satisfaction. The work pressure is high and the risk is high, the establishment is solidified, the professional title structure is unreasonable and the evaluation and employment are separated, the siphon effect of the county level medical institution is weak, and so on. Conclusion: it is suggested to increase the investment in the construction of the government's human resources and implement the system of compiling and filing. We should strengthen the mechanism of personnel training and development, perfect the composition of professional titles at the grass-roots level, promote the system of promotion and realize the synchronization of evaluation and employment, implement a high level and transparent salary system and set up post subsidies, establish a medical liability insurance system, and carry out a close medical association.
【作者单位】：潍坊医学院公共卫生与管理学院;
【基金】：国家自然科学基金项目(71373182) 山东省软科学研究计划项目(2016RKB14044) 山东省社科联人文社会科学课题(16-ZZ-GL-08)
【分类号】：R197.6

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