| Objectives The aim of this study was to explore the current situation of human resources of the Centers for Disease Control and Prevention (CDC) and medical institutions of Songxian. Additionally, it was to analyze the experiences, measures and problems in the evaluation incentive, training and other aspects. Also, it was to provide some proposals for the development of the Songxian CDC.Methods (1) Literature review:the current situation and problems of Songxian CDC’s human resources management were analyzed by literature review and retrospective investigation.(2) Questionnaires survey:the CDC and related medical institutions were investigated in order to understand the actual of human resources of the CDC in Songxian. The staffs from the CDC and related medical institutions were investigated in order to analyze the views of the staff in the respect of education, training, and proposal.(3) In-depth interviews:the focus Group interview was applied in order to understand the current about the human resources management and the CDC in Songxian.Results (1) Basic situation:the average employees were29staff and workers in each county CDC, and6.49%of the staff and workers didn’t have the undertaking. The age of staff and workers focus on the age group of35-44(39.51%), and the working life focuses on10-19years (33.41%) and20-29years (31.95%). The educated workers are mainly to high school (40.24%), below junior high school accounts for18.54%, and the professional title is mainly to junior and secondary level (43.66%,20.49%), No title personnel accounted for the larger proportion(26.59%).Each medical unit on-the-job workers the average59people, and12.36%employees and not in the series; the age of staff and workers focuses on the age group of35-44(36.44%); work experience focuses on10-19years (32.83%) and20-29years (29.23%); academic qualifications is mainly to high school (39.84%), below junior high school accounting for16.22%; and the professional title is mainly to secondary level(41.44%,18.22%), No professional titles account for relatively large (25.83%).The development between the CDC and Medical units is imbalance, the Medical units is better than the CDC obviously, either the number or the staff and workers, educational background and professional title structure.(2) Human resources planning:compared with the medical units, most of the CDC don’t have detailed human resources planning, and the staffs of Medical units are not familiar with the development goals.(3) Recruitment:71.21%of the CDC and81.32%of the Medical units has implemented employment system. Both are the same is, the main channel for staff entering the unit is the National Graduate assignment.(4) Personnel training:new recruits training times per capita medical unit nearly1times and only0.51for Medical units and CDC respectively.(5) Staff assessment and promptings:the satisfaction of staff and workers for the examination procedures is about57.31%and60.22%respectively. Two institutions reward employees to inspire, is the main basis for the completion of work and examination results. But the Staff thought most able to mobilize the enthusiasm of the incentive is to increase income.(6) Staff mobility:from2008to2011, the inflow and outflow quantity increasing mechanism and the medical staff of disease control. Among them, the salary and living conditions of the material demand is the main influencing factor.Conclusions The CDC of county-level is an important part of the CDC system of China, compared with Songxian Medical units, the ability of staff and workers and the quantity and the quality of the human resources related to the ability1of the entire system of public health services obviously. |
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