南京市某三甲专科医院人力资源配置状况及投入产出效率分析

  目的  根据公立医院向质量效益型发展方式转变的内在要求，分析公立医院人力资源配置状况及人力资源投入产出效率，为公立医院优化人力资源配置、提高效率提供决策支持。  方法  以南京某三甲专科医院为研究样本，描述样本医院2012—2020年人力资源基本情况及当前职工的年龄、学历、职称分布情况，采用数据包络分析法(DEA)对2012—2019年人力资源投入产出效率进行分析。  结果  目前样本医院卫技人员占全院人数比例为84.66%，护理人员大专及以上学历占比为99.42%，药学人员中药学专业全日制本科毕业以上学历人员占比为40.00%，均已达到《三级口腔医院评审标准(2011年版)实施细则》所规定的标准，护理人员占卫技人员比例为43.73%，医疗人员和护理人员之比为1 ∶ 0.89, 均不符合以上标准；护理人员呈现人员数量少、高学历少、高职称少、平均年龄低的特点；2015年和2019年样本医院人力资源投入产出效率为DEA相对有效，2013、2014、2016、2017、2018年人力资源投入产出效率均存在可优化空间，且2017年和2018年人员冗余均在15人以上。  结论  在当前新冠疫情防控常态化的背景下，样本医院应制定人才引进规划，改进医疗服务流程细节，调动护理人员积极性，重视青年人才培养。 

Analysis of human resource allocation and input-output efficiency in a third-grade A specialised hospital in Nanjing

  Objective  To analyse the human resource allocation status and input-output efficiency of public hospitals so as to provide decision support for optimising human resource allocation and increasing efficiency in public hospitals.  Methods  Taking a third-grade A specialised hospital as a research sample, the basic situation of human resources from 2012 to 2020 and the current distribution of staff's age, education and professional titles in the sample hospital were described, and the human resource input-output efficiency from 2012 to 2019 was analysed with data envelopment analysis (DEA).  Results  At present, the proportions of health technicians (84.66%), nurses with junior college degree or above (99.42%) and pharmacists with full-time bachelor's degree or above majoring in pharmacy (40.00%) reached the standards of the Detailed Rules for Implementation of Accreditation standards for Third-grade Stomatological Hospitals (2011 Edition) in the sample hospital. However, the percentage of nurses in health technicians (43.73%) and the ratio of medical staff and nurses (1 ∶ 0.89) did not meet the above standards. Meanwhile, the number of nursing staff was low, and nurses had low education level, low professional titles and low average age. According to the DEA results, the input-output efficiency of human resources in 2015 and 2019 was relatively effective in the sample hospital. In 2013, 2014, 2016, 2017 and 2018, the input-output efficiency of human resources needed to be optimised. In 2017 and 2018, the staff redundancy was over 15.  Conclusion  Under the background of normalisation of the prevention and control of COVID-19, the sample hospital should formulate talent introduction plan, improve the details of the medical service process, promote the enthusiasm of nurses and attach importance to the training of young talents.