The Research Of The Human Resource Allocating Planning In The Provincial Public Third-grade Class-A Hospital

Objective: The objective of the study are explicating the hospital human resource allocation planning objectives, finding the problems by analyzing the current situation of human resource allocation, and forecasting the number of all positions staff in the next 3 years in the hospital by building the human resource forecasting model, and putting forward suggestions for achieving the hospital human resources allocation plan.Methods 1 Literature study: understanding the research situation and related theory of human resource allocation planning. 2 Statistical description analysis: grasping the current constituent ratio of education, job title and status categories of all positions staff in the hospital by SPSS19.0 and EXCEL software. 3 Human resource demand forecast model: the first model was the demand forecast model based on health service demand. collect the number of open beds, bed utilization rate, the outpatient(emergency) attendances and actual occupied bed days in the hospital from 2009 to 2013, and respectively used the linear regression model and the grey forecast model GM(1,1) to forecast the health services demand in the hospital from 2014 to 2016, and then through the doctors daily burden workload got the demand of medical position staff. Finally according to the number of medical position staffs with certain proportion allocation configure the number of other health technical positions staff. The second model was the grey forecasting model GM(1,1) by which got the the forecasting number of the health technical positions staff. The last one got the result by using the average method of weighting model combined the two forecast method. The number of other professional and technical position, management position and ground work position staff were forecasted by grey forecasting model GM(1,1).Result 1 Researches on the human resource allocation planning in public hospitals mainly concentrated on policy and theoretical research level, but practical research is less; and human resource management in hospital is mainly used qualitative research methods so this research had theoretical and practical values. 2 Health human resource planning has been in a more mature theoretical basis, research methods can be selected used to suit for the hospital human resources allocation planning. 3 This hospital had the following problems by statistical description analysis: The development of each positions staff is uneven; The age structure is unreasonable; The high educational background structure is low; the job title structure was unreasonable; Non-permanent staff occupied a larger proportion. 4 The hospital actually occupied bed days per year in the next three years were 588258, 622587, 656917 by the linear regression model; and the outpatient(emergency) attendances per year in the hospital in the next three years were 865445,973280, 1094550 by the grey forecast model GM(1,1). On the above basis, the number of medical position staff required in the next three years were 749, 742, 754. According to the number of medical position staff with certain proportion allocation configured the number of other health technical positions staff. Among them, in the next three years the number of nursing position staff were 936, 1000, 1067; the number of pharmacy position staff were 105, 115, 142; the number of medical technical position staff were 150, 138, 126. The forecasting result of grey model GM(1,1) were as follows: the medicine position staff were 793, 845, 900; the nursing positon staff were 939, 1001, 1067; the pharmacy position staff were 95, 104, 115; and the medical technical position staff were 182, 193, 207. Finally, the result of the average method of weighting model were as follows: the medical position staff were 775, 803, 840; the nursing position staff were 938, 1001, 1067; the pharmacy position staff were 98, 108, 125; the medical technical were 171, 174, 179. And the number of other professional and technical position, management position and workers and ground work position as a whole torecasted by the grey forecasting model GM(1,1) were 276, 274 and 272.Conclusion 1 In view of the hospital human resource allocation problems, put forward the following suggestions for optimization: Translate a concept of talent, and achieve comprehensive development of human resources; Strengthen the age echelon construction, develop the middle-aged people’s connecting role; develop proper talent training program to improve the academic level of the human resources; Control the number of senior title staff, increase the proportion of junior and intermediate title staff; Attach importance to The management of Non-permanent staff, and stabilize the human resource structure.2 This model had a certain quantifying guiding value to each position human resources allocation planning.in the hospital in the future. 3 The accuracy of forecasting models could meet the forecast requirements; it can be used to forecast human resource demand. 3 The deficiencies were not in-depth and meticulous to forecast the number of human resources in different titles, qualifications and other structures, and not for the quality and capacity of human resources planning. And the research object was only one hospital so that the representation is insufficient, and in the future research needs further improved.