某区域军队医院药学人力资源动态变化分析

Analysis on dynamic changes of pharmacy human resources in military hospitals in a region

目的 为优化某区域军队医院药学资源配置提供参考依据。方法 提取2006年和2013年2次军队医院药学资源现状调查的某区域15家军队医院药学人力资源数据,按医院床位数分成399张以下、400～600张和1 000张以上3组,比较分析2001-2005年和2010-2012年这8年间某区域军队医院药学人力资源变化情况。结果 2010-2012年间1 000张以上医院组药学人力资源平均年增长率为7.11%,400～600张医院组为5.05%,399张以下医院组为2.28%,延续了2005年以来的增长趋势;3组医院的药学人力资源平均年增长率远低于医院门诊量平均年增长率;高学历和高职称药学人员集中于1 000张以上医院组,3组医院本科学历药学人员均占一半左右;2005年以来引进人员基本是初、中级职称。结论 药学人员占医技人员比重偏低,药学部门人均工作量逐年增加,应增加药学人员数量;调剂、制剂等传统岗位与静脉药物配置、临床药学等新兴岗位竞争药学人力资源,应理性控制临床药学发展对人力资源的需求;区域内高层次人力资源分布集中,应从整体出发优化区域药学人力资源布局。

Objective To provide a reference for optimizing pharmacy human resources allocation in military hospitals in a region. Methods Data of pharmacy human resources of 15 military hospitals in a region were collected from 2 pharmacy re- sources investigations of military hospitals in 2006 and 2013. For comparison analysis on the changes of pharmacy human re sources in regional military hospitals in 8 years during 2001-2005 and 2010-2012, 15 military hospitals were divided into 3 groups according actual beds number, as 399 beds or less ,400-600 beds,1 000 beds above. Results 2010-2012, the average annual growth rate of pharmacy human resources was 7.11% in 1 000 beds above group, 5.05% in 400-600 beds group, and 2.28% in 399 beds or less group. It was showed that the changes of pharmacy human resources had grown trend since 2005. But the average annual growth rate of pharmacy human resources was much lower than the average annual growth rate of hospi tal outpatient. Pharmacy human resources with high educational background or high title were concentrated in 1 000 beds above group. Half of the staff had bachelor＇s degree in all groups. The incoming staffs were basically with junior title or intermediate title since 2005. Conclusion Pharmacy staff accounted for the low proportion of medical technicians, and per capita workload increased every year in pharmacy department. So pharmacy human resources should be increased. Dispensing, preparation, as traditional posts, and pharmacy intravenous admixture, clinical pharmacy, as new posts competed pharmacy human resources. So the human resources needs of the development of clinical pharmacy should be rationally controlled. The distribution of high- level human resources in regional military hospitals shows more concentrated, which should be a holistic approach to optimize the layout of pharmaceutical human resources.