Research On Management Of Non-Staff Personnel In W Public Hospital Of Wenzhou City

As the reform of China’s health care system continues to deepen,the demands of the community for public medical resources continue to renew and the scope of functions within public hospitals increasingly expands,the demand for human resources in public hospitals,the main body of national health protection,continues to increase.Under the influence of both the government’s restriction on the number of staffing and the control of hospital labor costs,public hospitals at this stage use a large number of non-staff personnel as one of the main forms of employment and allow them to grow in a wild and disorderly manner.W Hospital of Wenzhou city is the subject of this study because of its specialty attributes,business volume,and the proportion of non-staff personnel.This paper focuses on the management of supernumerary staff in W hospital,with a view to observing the current situation of supernumerary staff management in specialized public hospitals,exploring the reasons behind the problems of supernumerary staff management,and proposing suggestions and measures to improve the management of supernumerary staff in public hospitals,which is of great practical significance for achieving high-quality development of public hospitals.The theoretical basis of this paper is explained by using the literature search method to understand the recent domestic and foreign literature research,to grasp the core concepts of "public hospitals" and "supernumerary staff",to outline the development of establishment management in China,and to explain the "human capital theory","incentive theory" and "Peter’s principle".By collecting relevant data,this article analyzed and summarized the classification,position setting and structural characteristics of non-staff personnel in W hospital,and outlined the rules and regulations,practical operation and management effects of non-staff management in recruitment,training,salary and performance,and file management in the hospital.It pointed out the loopholes and shortcomings of the current management methods of supernumerary staff by analyzing the cases of improper management,conflicts and labor disputes of the labor dispatch staff through questionnaires and interviews.The redundancy of non-staff in hospitals is inefficient but difficult to reduce.The long-standing problems of differential treatment are hard to convert,such as simple and rough recruitment process for non-staff personnel,imperfect training system,unreasonable salary system,unclear career planning,and separation of personnel files.Problems such as labor tensions,the tendency of non-staff personnel to leave,and staff instability have undoubtedly increased the difficulty of personnel system reform in public hospitals and are not conducive to the construction of a "medical peak" in public hospitals.The reasons for these problems are: the lack of rigorous management of supernumerary positions,the lack of a supernumerary management system,and the unreasonable use of incentives.This paper proposes the improvement measures of "combining strict control and deep love" for supernumerary staff in W hospitals by using relevant theoretical results: adhering to the basic principles of "strict control,compressing the total number,standardizing recruitment,classifying management,and improving performance";refining job management,and promoting Hospital human resource management from status management to position management;gradually standardize the management system of supernumerary staff,achieve fairness and reasonableness in salary,title promotion,job promotion and further study,and establish the homogeneous concept of "equal treatment and integrated management";adopt multiple incentive mechanisms to enhance supernumerary staff’s sense of belonging,it also suggests adopting multiple incentive mechanisms to enhance non-staff personnel’s sense of belonging,access and happiness.