【摘要】：隨著我國醫(yī)藥衛(wèi)生體制改革的不斷深入,全社會對醫(yī)療衛(wèi)生服務(wù)的需求也在不斷增長,醫(yī)療資源配置的不合理性日益突出,資源不足和浪費現(xiàn)象并存。衛(wèi)生人才作為基層醫(yī)療最重要和最富活力的資源,其人才隊伍建設(shè)情況關(guān)乎整個基層醫(yī)療服務(wù)的質(zhì)量,是推動基層醫(yī)療服務(wù)可持續(xù)發(fā)展的關(guān)鍵因素。社區(qū)衛(wèi)生人才是衛(wèi)生服務(wù)系統(tǒng)的重要組成部分,也是城市衛(wèi)生服務(wù)工作持續(xù)健康發(fā)展的基礎(chǔ)與前提,加強社區(qū)衛(wèi)生人才隊伍建設(shè)不僅影響衛(wèi)生事業(yè)的持續(xù)發(fā)展,也影響著提供衛(wèi)生服務(wù)的數(shù)量和質(zhì)量,對不斷滿足日益增長的基本醫(yī)療和公共衛(wèi)生服務(wù)需求具有重要意義。本研究以烏魯木齊市天山區(qū)社區(qū)衛(wèi)生人才隊伍為研究對象,在借鑒勝任力理論、激勵理論的基礎(chǔ)上,運用文獻研究、問卷調(diào)查和深入訪談法,針對人員招聘、管理、培育和人員流動情況,發(fā)現(xiàn)問題,分析原因,為進一步完善天山區(qū)社區(qū)衛(wèi)生人才隊伍建設(shè)提供有益對策。通過對調(diào)研結(jié)果進行綜合分析,發(fā)現(xiàn)天山區(qū)社區(qū)衛(wèi)生人才隊伍建設(shè)主要存在以下問題:缺少人才需求預(yù)測,人員招聘面試方法不科學(xué),高素質(zhì)人才和少數(shù)民族醫(yī)療衛(wèi)生人才招聘不足;人才隊伍結(jié)構(gòu)不合理,全科醫(yī)生與公共衛(wèi)生人才緊缺,績效考核流于形式;培訓(xùn)開發(fā)單一弱效,培訓(xùn)缺乏科學(xué)性和系統(tǒng)性,缺少高素質(zhì)培訓(xùn)師資;人才流失問題嚴重,穩(wěn)定性差。針對上述問題進行了原因分析,并提出了相應(yīng)對策和具體措施以期優(yōu)化天山區(qū)社區(qū)衛(wèi)生人才隊伍結(jié)構(gòu),主要包括:完善社區(qū)衛(wèi)生人才的招聘機制,建立科學(xué)合理的用人機制,健全社區(qū)衛(wèi)生人才的培訓(xùn)機制,改革社區(qū)衛(wèi)生人才的激勵機制。
[Abstract]:With the deepening of the reform of the medical and health system in China, the demand for medical and health services in the whole society is also increasing. The irrationality of the allocation of medical resources is increasingly prominent, and the phenomenon of insufficient and wasteful medical resources coexists. As the most important and energetic resource of primary health care, the construction of health personnel ranks relates to the quality of the whole primary medical service and is the key factor to promote the sustainable development of primary medical service. Community health talent is an important part of health service system, and it is also the foundation and premise of sustainable and healthy development of urban health service. Strengthening the construction of community health talent team not only affects the sustainable development of health care. It also affects the quantity and quality of health services, and is of great significance to meet the increasing demand for basic medical and public health services. This research takes the community health talent team in Tianshan District of Urumqi as the research object, on the basis of reference competency theory and incentive theory, using literature research, questionnaire investigation and in-depth interview, aiming at personnel recruitment and management. In order to further improve the construction of community health talents in Tianshan mountain area, the cultivation and personnel flow situation, find out the problem and analyze the reasons are helpful to improve the construction of community health talent team in Tianshan area. Through the comprehensive analysis of the results of the investigation, it is found that the following problems exist in the construction of community health talents in Tianshan area: the lack of talent demand prediction, the unscientific method of personnel recruitment and interview, The recruitment of high-quality talents and medical and health personnel of ethnic minorities is insufficient, the structure of the talent team is unreasonable, the general practitioners and public health personnel are in short supply, the performance appraisal is a mere formality, the training development is single and weak, and the training is not scientific and systematic. Lack of high-quality training teachers; serious brain drain problem, poor stability. The causes of the above problems are analyzed, and the corresponding countermeasures and concrete measures are put forward to optimize the structure of the community health talents team in Tianshan area, including: perfecting the recruitment mechanism of the community health personnel, establishing a scientific and reasonable employment mechanism. Improve the training mechanism of community health personnel and reform the incentive mechanism of community health personnel.
【學(xué)位授予單位】：新疆大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：R197.61

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本文編號：2279775