Study On Grass-root Family Planning System's Training Demands From The Perspective Of Human Resources Optimization--A Case Study Of China/UNFPA Country Programme 6

Objectives: Based on China / UNFPA CP6 Reproductive Health / Family Planning (FP) Programme, this thesis, by analyzing the training situation of six pilot counties between 2006 and 2008 and training demands in 2009, try to explore the status and training demands of China's grass-root FP staff from the perspective of human resources optimization, to analyze disparities in training demands between east, middle and west regions and between organizations at county, township and village levels, and to propose some suggestions for training in future, so as to promote the capacity building of FP staff and the development of population and FP programmes in China.Methodologies: The study takes descriptive and quantitative study as its primary means while qualitative study as secondary one. The data of training situation of six pilot counties between 2006 and 2008 and training demands in 2009 are obtained through questionnaire survey. In-depth interviews are also adopted to collect relevant information.Results: By analyzing training demands of grass-root FP system at the organizational, task and individual levels, it is found that: (1) the overall education level of grassroots FP staff is relatively low; (2) training organization level - county-level training obtained the most attention; (3) training channels - direct training is more popular; (4) training means -participatory training is of the highest demand; (5) training contents - skills are put above concepts; and (6) there are disparities in training demands in different regions and organizations at different levels.Conclusions: (1) grassroots population and FP system need to optimize human resources; (2) the existing training has not been upgraded to a strategic position; (3) human capital incentives are not fully represented in trainings; (4) training on key concepts in the field of population and FP need to be enhanced; (5) there are significant disparities in training demands of the staff at different administrative levels; (6) there are disparities in demands of direct training for consultants individually at national or provincial levels; (7) performance of participatory training is better than that in forms of classes or seminars; (8) trainings with field visits are more welcomed by grass-root population and FP staff; and (9) information plays a vital role in human resources optimization.Recommendations: (1) training of grassroots population and FP system should have a strategic vision; (2) means of optimization of grassroots population and FP staff should be more diversified; (3) emphasis on forward-looking training; (4) training shall follow population and FP staff's career development planning; (5) to establish and continue to improve the continuing education mechanism, and straighten out the relationship between training and title promotion; (6) comprehensive training to all staff as a basis; (7) human resources optimization should pay attention to training at different administrative levels; (8) choose comprehensive training methods due to requirement and conditions; and (9) computer network training method should be the trend for grass-root training.