摘要
目的通过对上海J社区卫生服务中心(以下简称“中心”)人力资源管理问题的论证与分析,明确需优先解决的关键问题,为机构科学制定卫生人才规划提供决策依据。方法首先,通过关键知情人访谈和人力资源现状描述性分析,明确中心人力资源管理问题,进一步以“卫生系统宏观模型”方法论为指导,系统凝练和归类人力资源管理问题;其次,从重要性和严重性2个维度开展专家咨询论证,明确问题的重要性和严重性;最后,通过聚类分析将问题从技术层面分为“重要且严重”“重要但不严重”“严重但不重要”和“相对不重要也不严重”4类。结果(1)通过“卫生系统宏观模型”的系统归类方法,最终确定了“结构-资源”和“结构-组织”2个维度共计8类18个人力资源管理问题。(2)通过重要性和严重性判断,本研究发现中心人力资源管理当前面临的“重要且严重”的关键问题为“问题1:核心卫生技术人员数量不足”“问题2:缺乏人才储备机制,人才储备难以满足未来业务需要”和“问题4:人岗匹配度相对较低”。结论基于三大关键问题,中心人力资源管理体系应着重从3个方面进行优化:一是通过多构建或优化多源灵活用工机制,提升核心卫生技术人员数量;二是提升专业卫生技术人员在岗服务能力,提升人岗匹配度;三是优化准入评价机制,调整人力资源供给结构,建立人才队伍长效发展机制。
Objective To provide decision-making basis for health personnel planning through analysing the main problems of human resource management in J community health service centre(hereinafter referred to as the"Center")and identifying the key issues that need to be addressed.Methods Firstly,we clarified the problems of human resource management in Center by interviewing some key insider and a detailed description of human resource status.In addition,we condensed and categorised human resource management issues systematically by the guidance of the"macro model of health system".Secondly,we performed expert consultation demonstration from two dimensions of importance and severity to clarify the importance and seriousness of the problem.Finally,such issues were divided into four categories with cluster analysis:"important and serious","important but not serious","serious but not important"and"relatively unimportant and not serious".Results(1)A total of 18 human resource management problems of eight categories were determined from the two dimensions of"structure resource"and"structure organisation"through systematic classification and demonstration.(2)Through the judgment of importance and severity,this study found that the"important and serious"key problems faced by the Center human resource management were"problem 1:insufficient number of core health technicians","problem 2:lack of talent reserve mechanism,and talent reserve is difficult to meet future business needs"and"problem 4:relatively low personnel post matching".Conclusion Based on the three key issues,the Center human resource management system should be optimized from three aspects:first,the number of core health technicians should be increased through multiple construction or optimization of multi-source flexible employment mechanism;the second aspect is to improve the on-duty service ability of professional health technicians and enhance the personnel post matching degree;third,it should be optimize the access evaluation mechanism,adjust the supply structure of human resources,and establish a long-term development mechanism for the talent team.
作者
刘梅
王朝昕
季畅
孙瑾
唐晨
张彤
袁旻健
LIU Mei;WANG Zhao-xin;JI Chang;SUN Jin;TANG Chen;ZHANG Tong;YUAN Min-jian(Shanghai Jing'an District Jiangning Road Community Health Service Center,Shanghai 200041,China;不详)
出处
《中华全科医学》
2023年第1期92-96,117,共6页
Chinese Journal of General Practice
基金
上海市公共卫生体系建设三年行动计划(2020—2022年)优秀学科带头人项目(GWV-10.2-XD07)
2022上海市卫生健康系统党建研究会课题(wj2022093)
上海市静安区江宁路街道社区卫生服务中心院级课题(2021JN05)。
关键词
基层医疗卫生机构
人力资源管理
决策
Grassroots medical and health institutions
Human resource management
Decision-making
