摘要
世界各国护理人力配置基准中,以美英为代表的是根据不同护理班次,从护理实际需求出发,结合不同级别护士的专业技术组合能力,根据实际护理工作量和工作时间来配置护理人员的方法;另一种是以日本为代表,从护理供给角度出发,规定24小时内护士对患者比例的平均标准,根据床位数量和相对的护理工作量来配置护理人力的方法。不同角度的“基准”是由于各国不同的护士雇佣方式、护理班次和薪金支付方式,同时受到各国护士专科化的程度和使用机制的影响,其后果是护理人力状况在各国间存在较大差异。中国对护理人力配置也有明确的规定,但由于缺乏具体的管理措施,在实际中没有得到很好的执行,影响了护理质量和护理专业健康、有序的发展。借鉴国外经验和我国医疗保险实际,明确我国护理人力配置的原则,并坚持科学地测算和有效的监督管理,才可以确保合理的人力配置得到有效的实施。
The Nurse Staffing Ratio （NSR） standard in USA or UK is based on the patient classification,the actual clinical nurse workload and nurse time to estimate the number of nurse staffing. But the NSR Standard in Japan is related to the medical payment standard under guidelines established by the Japanese Ministry of health,Labor and Welfare,according to Nurse-to-patient Ratio to calculate the NSR from medical-market supple side. Due to associate with medical payment standard,this led to implement this standard effectively, at the same time the NSR in Japan is the average rate in 24 hours. The different NSR is relative to the murse job employment system, the employment formats and nurse salary payment system in the diffenent developed countries. Similarly, the NSR is also influenced by the nurse professional title and nurse specialist. Its direct result has caused the significant difference in the NSR level in different developed counties.Even though there is clear NSR standard in China, the weakness in Chinese NSR is lack of the effectively management and supervisor, it is different to ensure the actual good results, and then which would influence on the nurse service quality and healthy continuously development of nursing. So according the experience in the developed countries and the medical insurance status in China,we need clearly to bring up the NSR principle,and then fornulate the effective management and supervisor measures so as to ensure the NSR in China
出处
《中国护理管理》
2007年第5期52-56,共5页
Chinese Nursing Management
