供需匹配视角下药物经济学人才质量提升路径

Path to Improve the Quality of Pharmaceutical Economics Talents From the Perspective of Supply and Demand Matching

目的通过调查制药企业药物经济学用人需求情况及近3年中国药科大学药物经济学毕业生就业情况,分析供需差距,发现培养缺口的方向,从而为药物经济学人才培养提出建议。方法2019年6月12—19日对45家企业及50名毕业生进行问卷调查,企业调查内容主要包括健康经济与产出研究部门(HEOR)归属部门、团队规模、收入及增长空间、职业上升空间、主要工作内容、员工教育背景、招聘素质需求、岗位供需、员工能力需求、人才培养能力需求及不足等内容。毕业生人才培养调查问卷主要包括毕业生教育背景、就职行业及部门、就职渠道、工作内容、收入水平、工作稳定性、就职理由、就职瓶颈、职业规划、企业员工就职能力认知等内容。结果当下及未来一定时间段内HEOR相关岗位都处在人才缺乏状况,60.0%企业认为HEOR岗位短期内存在人员短缺,从长期需求上看,95.5%企业认为未来HEOR岗位人才短缺,但现阶段仅有25%的毕业生从事HEOR相关工作,其中86%毕业生从事HEOR工作的理由主要是对工作内容感兴趣,同时工作负荷较大(34%)、晋升渠道不明确(32%)、收入增长较慢(25%)、跨学科背景挑战较大(24%)也是他们目前面临的最大工作障碍。在人才能力要求方面,高校与企业也表现出不一致,高校更注重培养学生的科研能力,但企业更看重工作和业务能力,因而在实际工作中,高校毕业生缺乏专业研究能力、项目管理能力、交流沟通能力、合作能力。结论现阶段,境内外药企面临着药物经济学专门人才的需求急剧上升但人才不足的问题,学校与企业应重视此类问题。建议学校了解行业需求,对学生进行综合培养,同时增设相关就业指导课程并加强实践基地的建设,从而使学生充分地了解HOER行业。对于企业,建议改善HEOR从业生态,从而促进更多高校毕业生从事HEOR相关工作。

Objective By investigating the demand and the employment of China Pharmaceutical University pharmacoeconomics graduates of in the past three years,to analyze the gap between supply and demand,and find the training gap direction,so as to make suggestions for the cultivation of pharmacoeconomics talents.Methods From June 12 to 19,2019,questionnaire surveys were conducted on 45 companies and 50 graduates.The main contents of the enterprise questionnaires included Department attributable to HEOR,team size,income and growth space,career growth space,main work content,employee education background,recruitment quality requirements,job supply and demand,employee capacity requirements,talent training capacity requirements and deficiencies,etc.The main contents of the graduate talent training questionnaires included educational background of graduates,employment industry and department,employment channels,job content,income level,job stability,employment reasons,employment bottlenecks,career planning,corporate employees’ability to find employment.Results At present and for a certain period of time in the future,HEOR-related positions were in a shortage of talents.60.0%of companies believe that there was a short-term shortage of personnel for HEOR positions.From the perspective of long-term demand,95.5%of companies believed that there would be a shortage of talents for HEOR positions in the future.At this stage,only 25%of the graduates were engaged in HEOR-related work,of which 86%of the graduates were engaged in HEOR work mainly because they were interested in the content of the work,at the same time the workload was heavy(34%),and the promotion channel was not clear(32%),the slower income growth(25%)and the greater challenge of interdisciplinary backgrounds(24%)were also the biggest job obstacles they face.In terms of talent requirements,universities and companies also showed inconsistencies.Universities paid more attention to cultivating students’scientific research capabilities,but companies paid more attention to work and business capabilities.Therefore,in actual work,college graduates lacked professional research capabilities,project management capabilities,and communication and cooperation skills.Conclusion At this stage,domestic and foreign pharmaceutical companies are facing a sharp increase in the demand for pharmacoeconomics specialists but the shortage of talents.Schools and companies should pay attention to such problems.It is recommended that schools understand the needs of the industry,train students comprehensively,and at the same time add relevant employment guidance courses and strengthen the construction of practice bases,so that students can fully understand the HOER industry.For enterprises,it is recommended to improve the HEOR business ecology,so as to promote more college graduates to engage in HEOR-related work.