本文選題：民營醫(yī)院 + 人力資源��； 參考：《重慶醫(yī)科大學(xué)》2017年碩士論文

【摘要】：目的伴隨著改革開放,民營醫(yī)療力量從個(gè)體行醫(yī)逐漸發(fā)展為現(xiàn)在的醫(yī)療集團(tuán),取得了長足的進(jìn)展,已成為醫(yī)療服務(wù)體系中的重要組成部分,對(duì)打破公立醫(yī)院壟斷地位、營造公平有序醫(yī)療環(huán)境至關(guān)重要。目前,民營醫(yī)院最顯著的問題是人力資源問題,本研究探索民營醫(yī)院人力資源現(xiàn)況以及存在的問題,分析并探討其原因,在此基礎(chǔ)上為民營醫(yī)院人力資源發(fā)展提供部分參考意見。方法通過相關(guān)文獻(xiàn)研究、數(shù)據(jù)填報(bào)、定性訪談等方式進(jìn)行。通過數(shù)據(jù)庫檢索相關(guān)文獻(xiàn),了解國內(nèi)外研究進(jìn)展,通過重慶市衛(wèi)計(jì)委醫(yī)政處社會(huì)辦醫(yī)課題組聯(lián)系各區(qū)縣衛(wèi)計(jì)委醫(yī)政科,統(tǒng)一填報(bào)數(shù)據(jù),收集課題所需數(shù)據(jù)。本次調(diào)查醫(yī)院374家,收回資料342家,其中有效數(shù)據(jù)328家,包括二級(jí)醫(yī)院12家,一級(jí)醫(yī)院68家,未評(píng)級(jí)醫(yī)院248家。結(jié)合民營醫(yī)院等級(jí),按照醫(yī)院等級(jí),按照6:1比例,進(jìn)行隨機(jī)抽樣,對(duì)民營醫(yī)院相關(guān)部門負(fù)責(zé)人、分管院領(lǐng)導(dǎo)、院領(lǐng)導(dǎo)進(jìn)行定性訪談,對(duì)衛(wèi)生行政主管部門相關(guān)負(fù)責(zé)人進(jìn)行定性訪談。結(jié)果2015年,重慶市民營醫(yī)院374家,二級(jí)民營醫(yī)院13家(3.48%),一級(jí)民營醫(yī)院77家(20.59%),未評(píng)級(jí)民營醫(yī)院284家(75.94%)。匯總資料顯示:調(diào)查民營醫(yī)院從業(yè)人員共27805人,其中衛(wèi)生技術(shù)人員20384人(73.31%)、其他專業(yè)技術(shù)人員1280人(4.60%)、管理人員2098人(7.55%)、工勤人員4043人(14.54%);女性從業(yè)人員較多,占72.00%;34歲及以下從業(yè)人員15903人(57.2%),人員年輕化;研究生學(xué)歷從業(yè)人員161人(0.58%)、本科2648人(9.52%),高學(xué)歷人員少;不同等級(jí)民營醫(yī)院從業(yè)人員在人員分類(χ2=223.355,P=0.000)、年齡(χ2=137.454,P=0.000)、學(xué)歷(χ2=299.275,P=0.000)上有統(tǒng)計(jì)學(xué)差異;在衛(wèi)生技術(shù)人員中,執(zhí)業(yè)(助理)醫(yī)師6134人(30.09%)、注冊(cè)護(hù)士9883人(48.48%)、藥師(士)1032人(5.06%)、技師(士)1057人(5.19)、其他衛(wèi)生人員2278人(11.18%);女性衛(wèi)生技術(shù)人員占77.00%;衛(wèi)生技術(shù)人員年齡上呈現(xiàn)兩頭大、中間小的“啞鈴型”結(jié)構(gòu),缺乏本科及以上高學(xué)歷人才;人均衛(wèi)生服務(wù)量、衛(wèi)生設(shè)施價(jià)值、衛(wèi)生經(jīng)費(fèi)均低于公立醫(yī)院。定性訪談結(jié)果:政策環(huán)境對(duì)醫(yī)院影響大;重慶市民營醫(yī)院總體發(fā)展較快,但醫(yī)院規(guī)模較小;衛(wèi)生技術(shù)人員績效考核不合理、員工待遇低;人才引進(jìn)困難、無系統(tǒng)培訓(xùn)機(jī)制;人力資源制度建設(shè)滯后、人員發(fā)展空間小。結(jié)論重慶市民營醫(yī)院發(fā)展較快、規(guī)模較小;以等級(jí)醫(yī)院評(píng)審為契機(jī),提高綜合水平、促進(jìn)醫(yī)院發(fā)展;改善人員年齡、學(xué)歷等結(jié)構(gòu);加強(qiáng)衛(wèi)生技術(shù)人員人才梯隊(duì)建設(shè),全方位引進(jìn)衛(wèi)生人才;建立健全衛(wèi)生技術(shù)人員績效考核機(jī)制和培養(yǎng)機(jī)制,提高衛(wèi)生技術(shù)人員待遇;民營醫(yī)院要不斷進(jìn)行人力資源改革,引進(jìn)現(xiàn)代化管理制度和管理人才,創(chuàng)新人才制度、加強(qiáng)人才梯隊(duì)建設(shè)、引進(jìn)、培養(yǎng)、留住人才。
[Abstract]:Objective with the reform and opening up, the private medical power has gradually developed from individual medical practice to the present medical group. It has made great progress and has become an important part of the medical service system, which has broken the monopoly position of public hospitals. It is essential to create a fair and orderly medical environment. At present, the most prominent problem in private hospitals is human resources. This study explores the present situation and existing problems of human resources in private hospitals, and analyzes and discusses the causes. On this basis for the private hospital human resources development to provide some reference. Methods through the related literature research, data filling, qualitative interview and so on. Through the database retrieval of relevant documents, understand the research progress at home and abroad, through the Chongqing Health and Family Planning Commission Medical Affairs Department of social medical research group contact each district health and family planning committee medical and political departments, unified data, collect the data required by the subject. There are 374 hospitals in this survey, 342 of which have recovered data, of which 328 are valid, including 12 level-II hospitals, 68 level-I hospitals and 248 unrated hospitals. In combination with the level of private hospitals, according to the 6:1 ratio, random sampling is carried out to conduct qualitative interviews with the heads of relevant departments of private hospitals, heads of departments in charge of private hospitals, and leaders of hospitals. A qualitative interview was conducted on the relevant responsible persons of the health administration department. Results in 2015, there were 374 private hospitals, 13 second-class private hospitals, 77 first-class private hospitals, and 284 unrated private hospitals. The data show that the total number of employees in private hospitals is 27805, of which 20384 are health technicians, 1280 are other professional and technical personnel, 2098 are managers, and 4043 are staff, and there are more female employees. There were 15903 employees aged 34 years and below, 57.2% of whom were younger and younger; 161 employees with graduate degrees were 0.58, 2648 with undergraduate degrees were 9.52 and few with higher education; there was a statistical difference in the classification of personnel (蠂 2 / 223.355P 0.000, age (蠂 2137.454P / 0.000, 蠂 ~ 2137.454P / 0.000, 蠂 ~ 2 / 299.275P ~ 0.000) among the employees in different levels of private hospitals (蠂 ~ 2137.454P ~ (0.000), 蠂 ~ 2137.454P ~ (0.000), 蠂 ~ 2 / 299.275P ~ (0.000). Of the health technicians, 6134 were practising (assistant) doctors, 9883 were registered nurses, and 48.48 were registered nurses. The pharmacists (1032 doctors and nurses) were 5.0610, technicians (1057 doctors, 2278 other health workers), female health technicians, 77.00 women, and health technicians had two big ages. The middle small "dumbbell-shaped" structure, the lack of undergraduate and above, the per capita health service, the value of sanitation facilities, health expenditure are lower than public hospitals. Qualitative interview results: the policy environment has a great impact on hospitals; the general development of private hospitals in Chongqing is relatively fast, but the scale of hospitals is relatively small; the performance appraisal of health technical personnel is unreasonable, the treatment of staff is low; the introduction of talents is difficult, and there is no systematic training mechanism; The human resources system construction lags behind, the personnel development space is small. Conclusion the private hospitals in Chongqing are developing rapidly and on a small scale, taking the evaluation of grade hospitals as an opportunity to improve the comprehensive level and promote the development of hospitals, to improve the structure of personnel, such as age and education, and to strengthen the construction of echelons of health technicians. To introduce health personnel in all directions, to establish and improve the performance appraisal mechanism and training mechanism of health technicians, to improve the treatment of health technicians, to continuously carry out human resource reform in private hospitals, to introduce modern management systems and talents, Innovate talent system, strengthen talent echelon construction, introduce, train and retain talent.
【學(xué)位授予單位】：重慶醫(yī)科大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：R197.1

【相似文獻(xiàn)】

相關(guān)期刊論文 前10條

1 胡建平;盤活醫(yī)院人力資源和資產(chǎn)存量的探索[J];中華醫(yī)院管理雜志;2000年09期

2 凌碧萍;醫(yī)院人力資源的產(chǎn)權(quán)特征及其計(jì)量[J];廣西會(huì)計(jì);2001年11期

3 陳春濤,蔡志明;構(gòu)筑現(xiàn)代醫(yī)院人力資源管理的創(chuàng)新體系[J];中國衛(wèi)生事業(yè)管理;2001年11期

4 袁文友;建立有效的醫(yī)院人力資源管理機(jī)制[J];決策探索;2002年10期

5 蔣超瑛 ,賈萬j;醫(yī)院人力資源管理的思考[J];中國衛(wèi)生資源;2002年05期

6 郭松;略論現(xiàn)代醫(yī)院人力資源管理[J];中國醫(yī)院管理;2002年10期

7 王雪濤,王培忠;借鑒西方理論 加強(qiáng)我國醫(yī)院人力資源管理[J];中國衛(wèi)生經(jīng)濟(jì);2003年11期

8 孟彩霞;醫(yī)院人力資源管理之我見[J];臨床醫(yī)藥實(shí)踐;2003年02期

9 王小強(qiáng),許蘋,謝飛,連斌,高朝輝;醫(yī)院文化與醫(yī)院人力資源管理[J];中國衛(wèi)生質(zhì)量管理;2003年05期

10 趙坤,王方芳;醫(yī)院人力資源管理分析與研究[J];中國衛(wèi)生事業(yè)管理;2004年06期

相關(guān)會(huì)議論文 前10條

1 唐愛萍;黎愛慈;;談醫(yī)院人力資源的特點(diǎn)與建設(shè)[A];2004年中華醫(yī)院管理學(xué)會(huì)學(xué)術(shù)年會(huì)論文集[C];2004年

2 李耀平;;新時(shí)期醫(yī)院人力資源管理淺析[A];第十九屆全國腫瘤醫(yī)院管理學(xué)術(shù)研討會(huì)論文匯編[C];2009年

3 劉萍;;建立有效的醫(yī)院人力資源管理機(jī)制[A];全國護(hù)理行政管理學(xué)術(shù)交流暨專題講座會(huì)議論文匯編[C];2003年

4 張英;;提高醫(yī)院人力資源管理質(zhì)量重在創(chuàng)新[A];2004年中華醫(yī)院管理學(xué)會(huì)學(xué)術(shù)年會(huì)論文集[C];2004年

5 吳正一;馬捷;;上海第九人民醫(yī)院人力資源建設(shè)影響因素的初步研究[A];中華醫(yī)院管理學(xué)會(huì)2005年學(xué)術(shù)會(huì)議論文集[C];2006年

6 吳建麗;;淺談醫(yī)院人力資源管理工作[A];中國康復(fù)醫(yī)學(xué)會(huì)第22屆療養(yǎng)康復(fù)學(xué)術(shù)會(huì)議論文匯編[C];2011年

7 王俊和;;新時(shí)期醫(yī)院人力資源管理初探[A];中華醫(yī)院管理學(xué)會(huì)2005年學(xué)術(shù)會(huì)議論文集[C];2006年

8 余健兒;;醫(yī)院人力資源管理工作的職能與內(nèi)容[A];2004年中華醫(yī)院管理學(xué)會(huì)學(xué)術(shù)年會(huì)論文集[C];2004年

9 李芳;;醫(yī)院人力資源培訓(xùn)與開發(fā)淺析[A];經(jīng)濟(jì)生活——2012商會(huì)經(jīng)濟(jì)研討會(huì)論文集（上）[C];2012年

10 李源興;湯鳳英;;將醫(yī)院人力資源并入無形資產(chǎn)進(jìn)行會(huì)計(jì)處理的思考[A];福建省衛(wèi)生經(jīng)濟(jì)學(xué)會(huì)第五屆會(huì)員代表大會(huì)暨第四次年會(huì)論文集[C];2005年

相關(guān)重要報(bào)紙文章 前7條

1 湖南省腦科醫(yī)院 周穎;解析以人為本理念下醫(yī)院人力資源的精細(xì)化管理[N];山西青年報(bào);2013年

2 太原市第四人民醫(yī)院 冀敏;論現(xiàn)代醫(yī)院人力資源管理[N];山西經(jīng)濟(jì)日?qǐng)?bào);2008年

3 鐵嶺市結(jié)核病醫(yī)院 張旭光;對(duì)新時(shí)期醫(yī)院人力資源管理的探討[N];鐵嶺日?qǐng)?bào);2009年

4 心林;市屬醫(yī)院人力資源發(fā)展規(guī)劃出臺(tái)[N];無錫日?qǐng)?bào);2010年

5 ;醫(yī)院人力資源管理要堅(jiān)持以人為本[N];中國中醫(yī)藥報(bào);2007年

6 付晨　上海交通大學(xué)醫(yī)院管理學(xué)專家、副教授 曹建文;關(guān)鍵的崗位正確的人[N];醫(yī)藥經(jīng)濟(jì)報(bào);2011年

7 本報(bào)記者 李蘊(yùn)明;深圳醫(yī)師多點(diǎn)執(zhí)業(yè)重提[N];醫(yī)藥經(jīng)濟(jì)報(bào);2013年

相關(guān)碩士學(xué)位論文 前10條

1 徐興;寧夏N醫(yī)院人力資源配置優(yōu)化策略研究[D];寧夏大學(xué);2015年

2 李龍飛;某三級(jí)醫(yī)院醫(yī)務(wù)人員對(duì)人力資源管理實(shí)踐認(rèn)知與忠誠度相關(guān)性研究[D];山東大學(xué);2015年

3 劉娜;Y醫(yī)院人力資源配置研究[D];成都理工大學(xué);2013年

4 王玲玲;南京市某三甲醫(yī)院人力資源結(jié)構(gòu)現(xiàn)狀及存在問題的研究[D];東南大學(xué);2015年

5 張娟;某省級(jí)公立三甲醫(yī)院人力資源配置規(guī)劃的研究[D];華北理工大學(xué);2015年

6 馬春彪;四平神農(nóng)醫(yī)院人力資源管理問題研究[D];吉林大學(xué);2016年

7 孟翔飛;新公共管理視角下新疆縣級(jí)醫(yī)院人力資源管理問題研究[D];新疆農(nóng)業(yè)大學(xué);2015年

8 肖雅丹;中國醫(yī)院人力資源管理對(duì)策研究[D];電子科技大學(xué);2006年

9 羅禮發(fā);蕪湖市第二人民醫(yī)院人力資源管理現(xiàn)狀與對(duì)策研究[D];合肥工業(yè)大學(xué);2007年

10 徐政;醫(yī)院人力資源柔性管理研究[D];重慶醫(yī)科大學(xué);2007年

，

本文編號(hào)：1999486