基于工作分析的社区卫生服务团队全科医师人力资源配置研究

Job Analysis-based Study on Human Resources of General Practitioner in Community Health Service Team

目的预测社区卫生服务团队全科医师的需要数量,探讨目前全科医师人力资源配置中存在的问题,并提出改进建议。方法选取北京市某社区卫生服务中心的8个社区卫生服务团队中全部8名全科医师作为研究对象,采用工作分析中观察分析、自我记录、访谈分析等方法,并结合统计分析方法,确定全科医师岗位可量化工作项目、工作量、工作时间、工作饱和度等,进而计算出一年工作时间,利用改良后的卫生人力需求法计算公式,预测出全科医师需要数量。结果该社区卫生服务中心应当配备全科医师14名,现有人员8名,人员需求指数为0.57。结论该社区卫生服务中心全科医师总体配置不足,4家社区卫生服务站之间全科医师人力资源配置不均衡。应补充社区卫生服务团队全科医师人员缺口;同时对现有人员进行相关业务能力培训,提高其服务能力,在一定程度上缓解人员数量不足带来的压力。

Objective To explore the current status of human resources of general practitioner （GP） so as to predict the number of GPs needed and provide problem - solving strategies. Methods Eight GPs from the 8 community health service teams of a community health center in Beijing were included in the study. Job analysis methods including field observation, self recording, and structured interview analysis, combined with statistical analysis method were used to determine the quantitative work items, one -year workload, work time, and work saturation. One year＇s working time was then calculated. The number of GP needed was predicted using the improved formula of health manpower demand. Results This community health center should be equipped with 14 GPs. The personnel demand index was 0. 57 based on the current 8 GPs.. Conclusion This commu- nity health center should be equipped with more GPs and should carry out relevant trainings among the current staff so as to narrow the personnel gap and improve the service capacity.