Research On Optimization Of Human Resource Allocation In Public Community Health Institution

This article mainly analyzes the internal human resource distribution and personnel structure of the community health service center in D Street,Shibei District,Qingdao City,and makes a comprehensive evaluation of the human resource allocation work of public community health institutions.It deeply explores the existing problems and related reasons,in order to provide reference and basis for optimizing the human resource allocation of public community health institutions,To further improve the rationality,scientificity,and fairness of human resources allocation in public community health institutions,and promote the continuous development of public community health institutions in China.This study focuses on the human resource allocation of public community health institutions,taking the D Street Community Health Service Center in Shibei District,Qingdao City as an example;Provide theoretical support for the study by consulting relevant literature;Conduct a questionnaire survey to collect relevant data,establish a database,and analyze the human resource allocation issues and causes of the community health service center in D Street,Shibei District,Qingdao City after logical inspection and verification.After conducting investigation and research,it was found that the community health service center in D Street,Shibei District,Qingdao currently has a total of 41 permanent staff members(excluding volunteers,etc.),with the majority of them being women.Health technical personnel with a college degree or above account for 100%,while professional technical personnel account for approximately 77% of all health service personnel.From a structural perspective,the staff positions in the community health service center in D Street,Shibei District,Qingdao involve medical treatment,medical technology,nursing,pharmacy,public health,accounting,testing,and librarians.Through this survey,it was found that the community health service center in D Street,Shibei District,Qingdao still has the following problems in terms of human resource allocation: the total amount of human resources is insufficient,and it is in a serious shortage state.With the continuous improvement of local people’s living standards,the demand for medical and health services is constantly increasing,which is prone to the problem of the health service center’s service capacity being unable to meet the demand;The human resource structure is not reasonable enough,with doctors accounting for a large proportion of the overall medical staff,but the shortage of nurses can easily affect the quality of medical services in the community health service center;Incompatible abilities and positions,with staff not assigned to suitable positions;The comprehensive quality of personnel needs to be improved and cannot meet the current development needs.The main problems are reflected in the low professional quality and communication level of medical staff,poor service awareness,and low medical ethics.At the same time,there is a certain gap between the actual work ability and work requirements of the health personnel in the D Street Community Health Service Center in Shibei District,Qingdao,As a result,it is difficult to effectively meet the medical service needs of regional residents;The human resource team is unstable,and overall,the turnover rate is relatively high,which leads to the inability of relevant staff in the community health service center to fully understand and grasp the specific situation of patients in the jurisdiction,which can easily have adverse effects on health service work;The poor fairness of regional distribution and uneven distribution of human resources are a major problem that the D Street Community Health Service Center in Shibei District,Qingdao needs to face.Due to the uneven distribution of human resources in different regions,many good health service stations are gradually developing better,but some small and relatively poor health service stations are getting worse.This article proposes the following countermeasures: formulating policies and related systems for the allocation of health human resources,increasing government investment in community health services,optimizing allocation methods to improve the effectiveness of community health service human resource allocation,optimizing and enhancing existing human resources,doing a good job in the training and talent introduction of general practitioners,establishing and improving human resource incentive systems,etc.