Township Hospitals In Henan Province Human Resource Allocation And Countermeasures

Background and objectiveThe hospital at villages and towns is a center of three-stage health care network for medical treatment and prevention in rural areas.It is the primary level medical institution for providing directly basic medical treatment,prevention and recovered service at rural community as well as it also is the basic organization for implementing primary health protection in our country's rural area so fulfilling global target that ensure everyone to get health protection.To understand the status of human resources at the hospital of villages and towns in Henan province for promoting reform and development we made the statistical analysis to the present situation of that according the data of general survey on human resources of health in Henan province in 2006.Data and methodsThe data using in this article were the part within the data of survey on health resources in Henan province in 2006 year.The range of the survey included 2043 hospitals of villages and towns at various districts in Henan and the closing date for the data was November 31 2005.The information on health manpower resources was drawn from the survey data and logical examination on the data was done.Using Visual Fox-pro 6.0 the data base was established and statistical analysis was made by Spss12.0 procedure.ResultsAt the end of 2005 there were 2043 hospitals of villages and towns in Henan province.All number of staff was 85798 persons,among them there were 68095 staffs (account for 79.4%) with special field of health and relative technology,17355 staffs (account for 20.2%) belong to of administrator,rear service and other technical personnel. Average working age of staffs was concentrated within 20-40 years,account for 72.73%. The age constitution of personnel appeared young characteristic.Among staffs of medical and health technology there were 34934 medical treatment personnel,16476 nursing staffs,16476 medicament staffs and 9664 personnel of health technology.The ratio of doctors to nurse was 1:0.47 in hospital at viilages and towns in Henan province.There were 1.21 health staffs of villages and towns per thousand rural populations.There was no staff with master degree or over one and 1440 persons with academic credentials of university or regular college course(account for 1.68%),that mast of them were concentrated in Zhengzhou,Luoyang,Zhoukou,Nanyang and Xinyang et al where were belong to areas with economy developed and densely populated.The highest proportion of staffs with academic credentials was secondary discipline(including vocation technology) school and followed by college for professional training meanwhile the ratio of staff without professional academic credentials was higher than that in national level. Source of recruiting staffs was focused on secondary vocation technical school and hygienic school in county.There were 497 staffs with senior professional title,5844 staffs with middle technical title,most of staffs without any professional titles among health human resources in Henan province.The distribution of health professional staff showed that an internal medicine personnel was accounted at most part of and the second in the number was that in obstetrics and gynecology,the third was the pharmacy staffs,as well as the staff on recovery,health protection and comprehensive doctor was at minimum part in the hospital at villages and towns.Township hospitals doctors with qualified profession in the hospital accounted for 27.88%,followed by nursing personnel and the staff without qualified license accounted for 52.34%.The staff with position in the hospital accounted for 79.6%,persons recruiting from society and return to one's post accounted for 9.86%.The off-the-job staffin the hospital accounted for 9.97%.ConclusionsOn rural health human resources there were following problems:personnel structure was irrational,the high-grade talent in township hospitals was scarcity,and staff with low-grade or without technical titles was expanded.The personnel of management and rear-service were too much numbers and professional contingent was not enough stability. The expression about irrational structure on rural health human resources was lower proportion of middle and higher titles and higher proportion(50.78%) of that with non-titles among hospital staffs.The qualification of academic and professional technical was lower and personnel with non-formal education accounted as much as 20.22%. Technical and professional quality of medical staff was the low side that the clinical experience was general lack of.Medical re-education was lagged.The further studies of technicians were lack.The training of rural doctors incentive management and coordination mechanisms are imperfect,education and training in the use of out of line, rural doctors to update professional knowledge longer period.The allocation of health resources is unreasonable level of health services in different types,different regions and health technicians' difference between the large imbalances in the distribution.Our province economically developed areas such as the city of Zhengzhou,Luoyang City,the City of Luoyang Township sufficient stock of human resources for health,with the number of health professionals is higher than in other regions.Township hospitals in the distribution of professional staff to engage in the most professional medical care and rehabilitation,health care and general practitioners less.Human resource allocation problems are also caused by lower medical technology, township hospitals to reduce the source of the disease.As a result,the need to adopt the following effective measures to achieve the Health of the rational allocation of human resources:the attention of the Government to increase investment in rural health,to avoid brain drain.Configure the appropriate qualifications and knowledge structure;enhance prevention and health care,rehabilitation and general development of human resources.Give full play to the talents of Chinese medicine in rural medical institutions in the great effect.Township need to establish technical training and re-education system.Personnel reform and improve the distribution system.