黑龙江省医药企业人力资源发展研究

A study on the current situation of human resource and demand of pharmaceutical companies in Heilongjiang Province

目的阐述黑龙江省医药企业（简称药企）人力资源现状问题，为解决中小型制药企业的人才缺乏问题，提出相应的对策。方法2016年6-11月，采用方便抽样的方法，对黑龙江省12家药仑进行基本情况调查，对人力资源部门负责人进行访谈，并对职工进行问卷调查。基本情况调查主要包括：一般情况、人才需求情况、药企人才的开发情况等。员工访谈主要包括：近3年人才引进人数与流出人数、人力资源需求情况、药企人才的知识与能力等。职工问卷调查主要包括：员工的工作满意度、离职倾向与职业发展前景等。结果12家药企，员工总人数为22065人，年龄集中在34～〈44岁，总体学历较低，74．6％（16456／22065）为大专及以下。专业技术人员6246人，所占比例较低，学历以本科为主（3678人）。共对36名负责人进行访谈，了解到药企各类人才都比较缺乏，人才来源渠道不畅通和人才流失严重是药企人才开发中遇到的最大问题。591份职工问卷中，24．6％（145／591）的员工过去1年中有较为频繁的出现换工作的想法。结论药企要重视人才的引进与培养，制定系列的优惠条件来吸引人才，达到人才强企的目标。

Objective The study was focused on the current situation of human resources of pharmaceutical enterprises in Heilongjiang Province, to solve the problems of workforce shortage in small- and medium-sized pharmaceutical enterprises, and put forward corresponding countermeasures. Methods A convenient sampling nlethod was used to investigate the basic situation of 12 pharmaceutical enterprises in Heilongjiang Province in June - November 2016, and interviews and questionnaire survey were conducted with the employees of human resources departments. The basic situation of the survey included： the general situation, the demand for talent, the development of pharmaceutical enterprises and so on. Staff interviews included： the number of talents introduced and the number of outflows in the past 3 years, human resources needs, knowledge and ability of pharmaceutical enterprises. The staff survey included： employee job satisfaction, turnover tendency and career development prospects. Results The number of employees in the 12 pharmaceutical enterprises was 22 065. Employees~ age was in 34 - 〈 44 years old, with low education qualifications, 74.6% （16 456/22 065） of employees attended junior college or below. There were 6 246 technical personnel, most of them （3 678） received college education. In the interviews with 36 employees, it was found that the pharmaceutical enterprises were short of workforce. The unstable sources for the workfbrce and brain drain were the biggest problem in the development of pharmaceutical enterprises. In the 591 questionnaires, 24.6% （145/591） of employees had the idea of changing jobs in the past year. Conclusion Pharmaceutical enterprises should pay attention to the introduction and training of talented staff, and develop a series of preferential conditions to attract them, so as to achieve the goal of thriving enterprises by talented workforce.