| Objective:this paper through the study of human resource of health(HRH) allocation status of a district of Tianjin and 2005-2010 HRH change trend, contrast "10th five-year plan " and "11th five-year plan" late human resources situation, evaluate allocation result, explore the problems and countermeasures of district health department, and to provides the basis and Suggestions for predict the future HRH needs and planning.Methods:Through literature review method to understand the domestic and foreign relevant research situation; Material analysis used in current data collection; Consolidated data by excel 2007, and analysis data by SPSS 17.0. Evaluate the HHRs quantity with the indexes of the employees number, the health workers number, the health workers per thousand, the practice (assistant) physicians per thousand, the registered nurses per thousand; Evaluate the HRH quality with the indexes of the proportion of the education background and professional technical qualifications level; Evaluate the HRH structure with the gender structure, age structure, education background structure, specialty structure of different organizations; Evaluate the HRH utilization efficiency with the index of each doctor burden service every day and the index of each doctor burden in hospital bed every day; Evaluate the HRH allocation of "10th five-year plan " late and "11th five-year plan" late with the input-output method;and forcast the HRH needs during "12th five-year plan" using time series prediction method modeling.Results:the status analysis shows that, the area of HRH amounts were larger than that of Tianjin of 2010 and national city average of 2009, but it was imbalances in two aspects:1. The medical position were more and public health position less.2. The doctor were more and nurse less. The HRH quality also show the same characteristics, high-quality talent gathered to hospitals, despite the community health service organizations'lower quality. But in workload and service efficiency, ether level 2 hospitals or the community health service organizations were more excellent than that of the city average.Duing the "1 lth five-year plan", the HRH of the district was little change in the number,but the nurses were reduced year by year while the doctors increases slightly. And the health workers's quality has improved significantly, mainly displays in two aspects:the first is the degree level increased significantly and the second is the professional technical qualifications were significantly improved. In workload, service efficiency and input-output ratio also have increased greatly.Through the forcasting of HRH needs during 2011-2015, it shows that the health workers would be a slow growth trend in "11th five-year plan" period. by the year 2015, the health workers will grow 7.7%. But the main growth will focus on hospitals. If not intervene, community health workers will reduce 5.5%, and public health workers will reduce 11.3%. Conclusion:the influence factors of the HRH allocation include the social factors, policy factors and management factors. Social factors include population, regional economic level and area-surrounding medical resources environmental factors. Policy factors include human rescourse policies, health reform policies and Medical insurance policies. Management include personnel of fair use, training education, performance appraisal, etc. It's the important segmen to guarantee the HRH allocation efficiency of using reasonable, training,and incentive.There are two aspects to the health departments of district:1. Perfect human resources information management, strengthening the cooperation of departments and integration all kinds of related information,2. Strengthen public health and community health investment and to certain policies and funding tilt, improve health workers treatment level, increase health workers learning opportunities, and build a good HRH environment. |
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