The Human Resources For Health Analysis And Demand Forecas In Kaifeng

ObjectiveCurrently, the inadequate supply of health care resources and waste of resources to coexist,medical treatment is difficult and excessive consumption of resources in the same. Aspects of policy designlevel, as well as institutional mechanisms which of course, is not a reasonable configuration but with thehuman resources for health, science and planning has a causal relationship. This paper summarized analysisto identify the problems in the existing configuration on the next stage of human planning and demandforecasting to provide a theoretical basis for analysis, carry out the work for the future health of KaifengCity Health Human Resource Allocation.MethodsIn this study, the literature review about the concept of domestic and international researchprogress, specifically related to human resources for health, according to the China Health StatisticsYearbook, Henan Statistical Yearbook, the Kaifeng City Statistical Yearbook, Kaifeng CityHealthStatistical Yearbook, the Kaifeng City Health human Resources database data using statistical modelestimates Kaifeng health status of human resource allocation and health service utilization efficiency.Using the gray model and forecast to2020Kaifeng health technicians. Combination of on-site survey ofKaifeng City,15hospitals,464health staff on-site survey to identify the problems to be solved in thehealth work, and health staff satisfaction study.Results1.Analysis of the Present2011, Kaifeng Total health staff of31,713people, including healthtechnician199474.28people per thousand population has health technicians, practice (Assistant) Doctors1.641.64registered nurses arein2011the average level of the province, close to the national average.Although health workers do not currently exist serious shortage, but the institutional imbalance is obvious.2.From the quality situation analysis point of view, the city’s health agencies, health techniciandegree and above proportions far below the national average, the proportion of secondary education andbelow constitute higher than the national average; proportion of personnel with senior professional qualificationsalso lower than the national average, but the primary professional and technical qualificationsand unqualified personnel are higher than the national average.3.In urban and rural configuration, high-quality health resources are mainly concentrated in thecities,38%of the urban population has access to49%of human resources for health,62%of the ruralpopulation enjoys51%of human resources for health. Highly educated, high grade concentrated in thecities. Lorenz curve, the Gini coefficient of population on of Kaifeng health technicians fairness andgeographic fairness analysis found that inequities still exist between regions, the registered nursepopulation distribution Gini coefficient reached0.411, more than0.4alert value, poor fairness. HealthProfessionals practicing (assistant) population of the fairness of the number of physicians are below thewarning level, a more reasonable distribution of geographical distribution, but overall better than thepopulation distribution.s4.Health staff satisfaction survey found that48.3%of staff expressed satisfaction with the currentjob,44.6%of the personnel currently engaged in work that is generally satisfied,7.2%of the staff is notsatisfied with their work. Factors that may affect the satisfaction stepwise multiple regression analysisfound: the average working hours of every weekday longer the lower satisfaction; health workers are lesssatisfied with the qualification of rural physicians; city health personnel satisfaction lower than thesatisfaction of the rural health personnel; less the satisfaction of the people responsible; participate inprofessional knowledge learning, the more the number, the higher the satisfaction.5.At a frequency of a few sort of the whole sequence in the problems of the present work, a classof problems (low pay) accounted for36.46%, and thereafter followed the j (professional and technicalknowledge training less) accounted for9.52%;d class (and poor working environment, occupationalexposure to high), accounting for9.08%; g class (tasks, work pressure), accounting for7.44%to7.14%; cclass (the lack of staff, lack of talent). Top five issues frequency and69.64%of the total issue, theproportion of large, sixth place to place ten frequent problems19.64%of the total number of issues,therefore, the top five issues in the future health work priority to solve the problem6.Gray system model projections,2020Kaifeng health technicians will reach29,535people;practicing (assistant) doctors, the number of registered nurses for9862,16,333people; approximately30,277the number of beds;2020, the health care thanthe raise will be1:0.8in2010to1:1.7; per thousand the number of health workers, the number of physicians practicing (assistant), the number of registerednurses to do was5.29,1.77,2.92.ConclusionKaifeng City Human Resources for Health total is moderate, but the quality of health personneldistribution, rural-urban distribution there are still imbalances; health personnel training, health personneltraining model innovation, focusing on training general practitioners to improve the efficiency of healthservices;talent management, performance management and incentive management, improve staffmotivation; according to the gray system model to predict the next decade the growth rate of the number ofbeds will be far more than the pace of development of the health workers should be the reasonable controlof the hospitalexpansion.