Research On The Status And Development Strategy Of Health Human Resources In Jinan

The strategic importance of talent resources makes competition for talents the most influential of all. Even in the field of medicine and health, professionals play a significant role. With the deepening reform of medical and health system, recent years have witnessed the great improvement of the total number, structure, and quality of talent resources in China. However, problems cannot be ignored:shortage of talents, inadequate quality and ability, and unreasonable distribution. These demand further analysis and research under the background of new medical reform, so as to work out relevant policies and countermeasures.Research purposes:The author becomes aware of the amount, structure, quality, flow, and management of health talents in Jinan after investigating, thus, tries to analyze the difficulties and problems existing in the construction of health human resources and explore the main influencing factors. This paper intends to, by employing advanced strategies of human resources from home and abroad as a soutce of reference, put forward new thinkings on improving and strenthening talent resource development in Jinan, which are beneficial for the government and health administrative departments to develop regional health planning. In this way, the goals of a balanced talent team, optimized team structure, and improved quality of talents can be achieved gradually, thereby providing solid talent guarantee and intellectual support for the sustainable development of health service. The project is conducted on the basis of The Reform Opinions about the CPC Central Committee and State Council on Deepening the Medical and Health System in2009and The Opinions about Strengthening Health Talent Team Construction jointly issued by the Ministry of Health, the National Development and Reform Commission and other ministries.Research methods:The paper, firstly, makes a systematic literature review of the relevant theories, regulations and policies on the construction of health talent team, as well as the history of it. Secondly, the author conducts a survey and finds out the quantity, structure, flow, training, and management of talent resources in Jinan. Generally, this article, with descriptive statistical method, analyzes the current situation of health personnel development, explores the external environment and the trends of health human resources in Jinan. Besides, after the analysis the cause of the problem, the author puts forward the corresponding measures. In addition, by focus group interviews and expert consultation, the paper gains access to policy suggestions, and verifies the feasibility of the development strategy.Results and conclusion:1. Progress with the construction of Jinan health talents. Firstly, the total number of health technical personnel reached34,298in2011, an increase by11.02%compared with2009. Secondly, an improved structure comes to scene:a "younger" trend. The consolidation of the team of rural doctors sees a rise by17.52%in2011compared with2009. The ratio of doctors and nurses is1:1.13, close to the goals set by the Ministry of Health for2015. Thirdly, the enhancement of the overall quality. To be exact, the proportion of personnel with a bachelor’s degree or above grew by1.2%within two years from2009to2011. What’s more, regulations concerning medical and health personnel are under constant improvement and standardization.2. Problems and challenges that Jinan health human resources construction and development faces:inadequate supply, low quality and uneven distribution. To begin with, the gap between the total number of talents in Jinan and that in some advanced domestic cities is obvious. In medical institutions of Jinan, the temporarily hired persons occupy more than one third of the total. Furthermore, the distribution and structure of talent team are not reasonable. Talents with a master’s or doctor’s degree gather at the provincial hospitals, while the percentage of such talents in municipal medical institutions of Jinan is but5.99%of the total. Thirdly, there is a shortage of high-level talents, with special attention given to the unfavorable acceptance of high-level talents Jinan municipal medical institutions. Fourthly, the evaluation, motivation, management and service mechanisms of talents have not been fully established. Finally, the loss of grassroot health talents is quite serious, mainly to local hospitals or public hospitals of better condition.3. Opportunities offered by new medical reform. The establishment of basic medical and health care system and the achievement of the grand goal of a well-off society require the further enhancement of the demand for medical talents. The change of the health needs of people, on the one hand, demands a better structure and higher quality of health talents; on the other, provides opportunities for cultivation and development of talents. Meanwhile,"Twelfth Five" planning for Jinan sanitation has made clear descriptions of talents introduction, cultivation, and employment by2015.We should learn the experience of the western developed countries in aspects of health manpower allocation and prediction research. For instance, in supply strategy, we need to develop more accurate predictive models; in education and training strategy, we need to build a more rational system of medical education and promote cooperation between health and education industry; in work environment strategy, we need to establish a salary system in proportion to the changing demand of service and focus on the overall coordination and coherence.Conclusions and suggestions:1) Increase the total number of health talents to gradually satisfy the service need;2) Optimize the structure and strengthen post management;3) Innovate the allocation mechanism and vitalize talent team;4) Strengthen the introduction and cultivation of talents and improve staff quality;5) Build a platform for talent development and enhance construction of high-level talent team.To ensure the implementation of the above suggestions, the author puts forward the following four measures:1) Strengthen the leadership of health talents and better the understanding of the necessity to implement talent strategy;2) Establish a diversified investment mechanism and increase the input to talent team;3) Continue to deepen the reform of the personnel system in health institutions, with the medical and health system reform as an opportunity;4) Set up a long-term mechanism of talent management.