新医改背景下公立医院卫生人才的流动现状与对策

Current situation of the health talent flow in public hospitals under the background of the medical reform and its countermeasures

目的了解新医改形势下影响公立医院人才流动现状,为公立医院改革下的人才发展及人力资源管理提供数据支撑。方法统计2017—2019年惠州市中医医院、惠州市中心人民医院、惠州市第一人民医院、惠州市第三人民医院等四家大型公立医院离入职人员的基本信息,采用问卷调查方式获得公立医院人才流动的基本数据,运用统计描述法对问卷进行描述分析。结果2017—2019年惠州市经济稳步发展,医疗卫生机构在岗职工人数和医院、卫生院床位数总体呈现上升态势;2017年,珠三角地区流入人员占29.86%,广东省内其他地区流入人员占42.01%,广东省外流入人员占25.69%,其他占2.43%;2018年,珠三角地区流入人员占30.36%,广东省内其他地区流入人员占35.31%,广东省外流入人员占30.36%,其他占3.96%;2019年,珠三角地区流入人员占29.75%,广东省内其他地区流入人员占33.74%,广东省外流入人员占33.13%,其他占3.37%;2017年,流向珠三角地区人员占47.64%,流向广东省内其他地区人员占30.91%,流向广东省外人员占20.36%,其他占1.09%;2018年,流向珠三角地区人员占47.39%,流向广东省内其他地区人员占34.7%,流向广东省外人员占17.16%,其他占0.75%;2019年,流向珠三角地区人员占42.44%,流向广东省内其他地区人员占39.11%,流向广东省外人员占15.87%,其他占2.58%;按专业类型分析,医技、护理和药学人员历年离入职人员基本保持同步增减,但绝对增量仍呈正值;按学历结构进行分析,大专以下人员入职总体呈递减态势,离职总体呈现递增态势,本科及硕士以上人员历年入职人数均大于离职人数;按职称分布分析,初级职称的入职人数低于离职人数,中高级职称的入职人数均高于离职人数;按年龄分布分析,30岁以下人员离入职人数基本持平,30岁以上人员入职人数高于离职人数。结论公立医院人才流动历年波动幅度较小,波动幅度与年龄、职称和学历呈反比态势,护理与药学专业波动幅度较大,建议在控制合理的人才流动幅度前提下,通过优化人力资源管理和员工激励模式,实现人才与医院的共同发展。

Objective To understand the current situation of talent flow in public hospitals under the situation of new medical reform,and provide data support for talent development and human resource management under the reform of public hospitals.Methods From 2017 to 2019,the basic information of retirees in four large public hospitals,including Huizhou Traditional Chinese Medicine Hospital,Huizhou Central People's Hospital,Huizhou First People's Hospital,and Huizhou Third People's Hospital,were collected.The basic data of talent flow in public hospitals was obtained by questionnaire survey,and the questionnaire was analyzed by statistical description method.Results From 2017 to 2019,Huizhou's economy developed steadily,and the number of on-the-job employees in medical and health institutions and the number of beds in hospitals and health centers showed an overall upward trend.The inflow of personnel from Pearl River Delta region,from other regions of Guangdong province,from regions outside Guangdong province,and others accounted for 29.86%,42.01%,25.69%,2.43%,respectively in 2017;30.36%,35.31%,30.36%,3.96%in 2018;29.75%,33.74%,33.13%,3.37%in 2019.The people flowed to the Pearl River Delta region,other areas of Guangdong Province,regions outside Guangdong province,and others accounted for 47.64%,30.91%,20.36%,1.09%in 2017;47.39%,34.7%,17.16%,0.75%in 2018;42.44%,39.11%,15.87%,2.58%in 2019.According to the analysis of industry type,the number of medical technology,nursing,and pharmacy personnel who have left the job basically kept synchronous increase and decrease over the years,but the absolute increase was still positive;according to the education structure,the entry of personnel below junior college was decreasing,the turnover was increasing,and the number of employees with bachelor's degree and above master's degree was greater than the number of quitters over the years;according to the distribution of professional titles,the entry of junior titles was higher;according to the analysis of age distribution,the number of employees under 30 years old was basically the same,and the number of employees over 30 years old was higher than the number of quitters.Conclusion The fluctuation range of talent flow in public hospitals over the years is relatively small,which is inversely proportional to the age,professional title and education background,and the fluctuation range of nursing and pharmacy specialty is relatively large.It is suggested that under the premise of controlling the reasonable range of talent flow,the common development of talents and hospitals should be realized by optimizing the human resource management and employee incentive mode.