多渠道培养卫生管理人员加快职业化卫生管理队伍建设--评《职业化卫生管理队伍建设研究》一书

王明旭为主编、毛瑛、岳慧、宋彬等为副主编的《职业化卫生管理队伍建设研究》一书,于2000年5月公开出版了,我有幸早就拜读了这本专著,感到受益匪浅,它是当前国内专题论述职业化卫生管理队伍建设唯一的一本著作。1996年底全国卫生工作会议及随后发布的《中共中央、国务院关于卫生改革与发展的决定》指出:“高度重视卫生管理人才的培养,造就一批适应卫生事业发展的职业化管理队伍”的指示为我国卫生管理队伍的建设指明了方向。为了推动职业化卫生管理队伍建设,1998年底全国卫生管理教育学会组织了全国19所高等医学院校的卫生管理院系,参加了…     

我国职业化卫生管理队伍建设的演化进程

职业化卫生管理队伍建设是深化卫生改革和加快发展的客观要求,本文通过对我国卫生管理队伍建设的历史回顾,进一步阐述职业化卫生管理队伍建设提出的依据和演化进程及其发展趋势。     

论职业化卫生管理队伍建设的法规与制度保证

《中共中央,国务院关于卫生改革与发展的决定》（以下简称《决定》）提出：“高度重视卫生管理人才的培养,造就一批适应卫生事业发展的职业化管理队伍。”3年多来,我国卫生主管部门和卫生管理教育单位在贯彻落实《决定》精神,培养卫生管理人才,建设职业化卫生管理队伍方面做了不少工作。但是,由于高层主管部门对这一问题的重视不够,措施不当,对卫生管理人才的培养尚未真正列入重要的议事日程,职业化卫生管理队伍的建设进程结慢,远远不能适应深化卫生改革和卫生事业发展对职业化卫生管理人才的需要,纠其原因,是职业化卫生管理队伍建设缺乏必要的法律法规和制度保证,本文就职业化卫生管理队伍建设所需要的法规制度保证及其必要性与可行性进行探讨。     

我国卫生管理教育的现状与发展对策

卫生管理教育是职业化卫生管理队伍建设的基本途径,因此我国卫生管理教育发展的战略选择是：近期对现职业卫生管理人员进行岗位培训,和萁要通过高等教育培养未来卫生吉业发展所需管理人才。本文通过对我国23所卫生管理教育机构的调查,从我国的实际情况出发,提出了发展我国卫生管理教育的主要对策建议。     

《卫生软科学》2001年总目录

·管理机制·知识管理与现代医院管理的实践思路……………………………………………郭继华 叶方立（１．３３）综合性医院科研实验室整台资源提高效率的探讨…………………………………………………………………………………叶 茂 刘 嫣（１．３５）职业化卫生管理队伍建设的基本途径和政策措施……………………………王明旭 宋 彬等（２．２）卫生管理队伍的现状调查及发展对策研究…………………………………………………………………………沈 彬 杨文秀等（２．６）我国卫生管理教育的现状与发展对策………………………………………………     

卫生计生监督队伍职业化建设研究

推进职业化建设,是卫生计生监督队伍建设的必然选择。本文概述了卫生计生监督队伍职业化建设的相关概念、主要内涵和意义,提出了卫生计生监督队伍职业化建设的对策,探索了职业化建设的实践,为卫生计生监督队伍的职业化建设提供有益参考。     

卫生管理干部的现状与职业化培养途径研究概述

目的　了解卫生管理干部队伍现状 ,探索适宜的职业化培养途径。方法　采用文献研究与现场调查相结合 ,综述近 5年国内外卫生管理干部队伍职业化研究文献资料 ;分层方便抽样调查北京市、浙江省和陕西省等 3省 (市 ) 2 12 8名卫生管理干部的基本情况、卫生管理职业情况、对职业化的认知情况、卫生管理培训经历和职业化培训需求等。结果　研究明确了卫生管理干部职业化的基本内涵 ,总结了卫生管理干部队伍的主要不足 ,概括了卫生管理教育面临的问题。结论　卫生管理干部队伍现状与职业化的要求有相当的距离 ,应普及卫生管理岗位培训 ,发展卫生管理专业学历教育 ,建立和落实配套政策与措施 ,以加快卫生管理干部职业化进程。     

大力发展研究生教育是建设高素质职业化卫生管理队伍的重要途径

为了加速发展高素职业化卫生管理队伍建设的步伐,就必须大力发展卫生管理硕士研究生教育,本文从三个方面进行了论述,即大力发展卫生管理硕士研究生教育的必要性和迫切性,大力发展卫生管理硕士研究生教育的可行性,大力发展卫生管理硕士研究生教育的基本对策。     

浅析建立职业化卫生管理队伍的意义与取向

1996年，中共中央、国务院在北京召开全国卫生工作会议，并就卫生改革与发展问题做出重要决定。《决定》中明确指出，要大力加强卫生管理教育，建立职业化的卫生管理队伍。这是建国以来，首次以中共中央、国务院名义召开的卫生工作会议，第一次提出建立职业化的卫生管理队伍。这次会议的召开，会议做出的决定，必将对我国卫生事业的建设发展，产生重大影响，其中建立职业化卫生管理队伍的抉择，定会推进我国卫生事业科学化管理进程，具有划时代的意义。首先，建立职业化的卫生管理队伍，是建设有中国特色的社会主义理论的新发展，是特色理论…     

卫生管理教育发展的现状与对策

为了总结我国卫生管理及卫生管理教育的经验，研讨在社会主义市场经济条件下，我国卫生管理及卫生管理教育的发展战略及政策措施，培养一批适应卫生事业的职业化管理队伍，把我国社会主义卫生事业全面推向２１世纪。本文简要回顾了我国卫生管理教育的发展历程，系统分析了目前卫生管理教育的现状与问题，并提出了解决这些问题的对策。     

The National Rural Health Unit: The Consultation and Planning Phase

ABSTRACT: The National Rural Health Unit is Australia's peak body for rural and remote area health research. It has been established as a national network by a consortium led by the Monash University Centre for Rural Health in Moe, Victoria. During the consultation and planning phase, the Unit has sought input from interested individuals and organisations through a questionnaire survey and a national consultation and planning workshop. Priority issues identified by the survey were: rural health service policy and delivery; rural health workforce recruitment and retention: rural health workforce continuing education and professional development and Aboriginal health. The workshop brought together key opinion leaders with broad representation of the various health disciplines, geographic locations, health authorities, professional organisations and rural health research centres. From the workshop emerged recommendations for five-year and one-year goals of the Unit.     

Coping with stress in the workplace: implications for new health professionals

Because health care professionals must provide high-quality care while simultaneously adjusting to the new demands of a rapidly changing health care system, work stress and possibly even burnout are prevalent issues for both senior professionals and recent health science graduates upon entry into the workforce. This article examines the experience of stress and the importance of coping abilities, particularly focusing on students enrolled in health professional courses and those who have recently entered the workforce. It also presents research pertaining to whether newly graduated health professionals are coping effectively with the demands of work. Suggestions for improving stress-coping abilities are given.     

In Brief: Southern Medical Assn. Meeting

Healthcare organizations suffer from a disparate distribution of racial and ethnic minority employees in professional positions. Although the percentage of racial and ethnic minorities in the workforce continues to grow, the percentage of racial and ethnic minorities who compose the professional ranks, nursing and managerial positions, lags far behind the percentage of White individuals in similar positions. This gap has implications for organizational performance as research indicates organizations with more diverse workforces enjoy better outcomes. A more diverse workforce also has broader societal consequences directly tied to healthcare such as positively impacting health disparities. The authors posit that recruitment is critical to developing a diverse workforce.     

The African Health Profession Regulatory Collaborative

ABSTRACT: BACKGROUND: More than thirty-five sub-Saharan African countries have severe health workforce shortages. Many also struggle with a mismatch between the knowledge and competencies of health professionals and the needs of the populations they serve. Addressing these workforce challenges requires collaboration among health and education stakeholders and reform of health worker regulations. Health professional regulatory bodies, such as nursing and midwifery councils, have the mandate to reform regulations yet often do not have the resources or expertise to do so. In 2011, the United States of America Centers for Disease Control and Prevention began a four-year initiative to increase the collaboration among national stakeholders and help strengthen the capacity of health professional regulatory bodies to reform national regulatory frameworks. The initiative is called the African Health Regulatory Collaborative for Nurses and Midwives. This article describes the African Health Regulatory Collaborative for Nurses and Midwives and discusses its importance in implementing and sustaining national, regional, and global workforce initiatives. DISCUSSION: The African Health Profession Regulatory Collaborative for Nurses and Midwives convenes leaders responsible for regulation from 14 countries in East, Central and Southern Africa. It provides a high profile, south-to-south collaboration to assist countries in implementing joint approaches to problems affecting the health workforce. Implemented in partnership with Emory University, the Commonwealth Secretariat, and the East, Central and Southern African College of Nursing, this initiative also supports four to five countries per year in implementing locally-designed regulation improvement projects. Over time, the African Health Regulatory Collaborative for Nurses and Midwives will help to increase the regulatory capacity of health professional organizations and ultimately improve regulation and professional standards in this region of Africa. The African Health Regulatory Collaborative for Nurses and Midwives will measure the progress of country projects and conduct an annual evaluation of the initiative's regional impact, thereby contributing to the global evidence base of health workforce interventions. CONCLUSION: The African Health Regulatory Collaborative for Nurses and Midwives is designed to address priority needs in health workforce development and improve regulation of the health workforce. This model may assist others countries and regions facing similar workforce challenges.     

The African Health Profession Regulatory Collaborative for Nurses and Midwives

Background

More than thirty-five sub-Saharan African countries have severe health workforce shortages. Many also struggle with a mismatch between the knowledge and competencies of health professionals and the needs of the populations they serve. Addressing these workforce challenges requires collaboration among health and education stakeholders and reform of health worker regulations. Health professional regulatory bodies, such as nursing and midwifery councils, have the mandate to reform regulations yet often do not have the resources or expertise to do so. In 2011, the United States of America Centers for Disease Control and Prevention began a four-year initiative to increase the collaboration among national stakeholders and help strengthen the capacity of health professional regulatory bodies to reform national regulatory frameworks. The initiative is called the African Health Regulatory Collaborative for Nurses and Midwives. This article describes the African Health Regulatory Collaborative for Nurses and Midwives and discusses its importance in implementing and sustaining national, regional, and global workforce initiatives.

Discussion

The African Health Profession Regulatory Collaborative for Nurses and Midwives convenes leaders responsible for regulation from 14 countries in East, Central and Southern Africa. It provides a high profile, south-to-south collaboration to assist countries in implementing joint approaches to problems affecting the health workforce. Implemented in partnership with Emory University, the Commonwealth Secretariat, and the East, Central and Southern African College of Nursing, this initiative also supports four to five countries per year in implementing locally-designed regulation improvement projects. Over time, the African Health Regulatory Collaborative for Nurses and Midwives will help to increase the regulatory capacity of health professional organizations and ultimately improve regulation and professional standards in this region of Africa. The African Health Regulatory Collaborative for Nurses and Midwives will measure the progress of country projects and conduct an annual evaluation of the initiative??s regional impact, thereby contributing to the global evidence base of health workforce interventions.

Conclusion

The African Health Regulatory Collaborative for Nurses and Midwives is designed to address priority needs in health workforce development and improve regulation of the health workforce. This model may assist others countries and regions facing similar workforce challenges.     

Assessing the professional development needs of public health professionals.

This article describes the major activities associated with designing and implementing a comprehensive, professional development needs assessment of public health professionals in four states of the South Central region of the United States. The instrumentation, research design, and summary results of the needs assessment described in this article may facilitate similar efforts by interested researchers and program developers to assess the public health professional workforce training needs. Results of needs assessments can be useful in designing and evaluating professional development curricula and activities to strengthen public health services in the United States.     

Human resource management in post-conflict health systems: review of research and knowledge gaps

In post-conflict settings, severe disruption to health systems invariably leaves populations at high risk of disease and in greater need of health provision than more stable resource-poor countries. The health workforce is often a direct victim of conflict. Effective human resource management (HRM) strategies and policies are critical to addressing the systemic effects of conflict on the health workforce such as flight of human capital, mismatches between skills and service needs, breakdown of pre-service training, and lack of human resource data. This paper reviews published literatures across three functional areas of HRM in post-conflict settings: workforce supply, workforce distribution, and workforce performance. We searched published literatures for articles published in English between 2003 and 2013. The search used context-specific keywords (e.g. post-conflict, reconstruction) in combination with topic-related keywords based on an analytical framework containing the three functional areas of HRM (supply, distribution, and performance) and several corresponding HRM topic areas under these. In addition, the framework includes a number of cross-cutting topics such as leadership and governance, finance, and gender. The literature is growing but still limited. Many publications have focused on health workforce supply issues, including pre-service education and training, pay, and recruitment. Less is known about workforce distribution, especially governance and administrative systems for deployment and incentive policies to redress geographical workforce imbalances. Apart from in-service training, workforce performance is particularly under-researched in the areas of performance-based incentives, management and supervision, work organisation and job design, and performance appraisal. Research is largely on HRM in the early post-conflict period and has relied on secondary data. More primary research is needed across the areas of workforce supply, workforce distribution, and workforce performance. However, this should apply a longer-term focus throughout the different post-conflict phases, while paying attention to key cross-cutting themes such as leadership and governance, gender equity, and task shifting. The research gaps identified should enable future studies to examine how HRM could be used to meet both short and long term objectives for rebuilding health workforces and thereby contribute to achieving more equitable and sustainable health systems outcomes after conflict.     

Health care workforce research: identifying the agenda

Research can contribute to resolving some of the workforce challenges that all heath care systems face. In an attempt to identify the research agenda, key stakeholders in the UK were brought together and background papers were presented by academics with expertise in seven related but distinct areas: global issues; professional boundaries; education; regulation; workplaces; professional-patient interaction; and organisation and management. The research questions identified in each area are described along with some methodological challenges. It is hoped that this will encourage research in this crucial area of health services by facilitating a coherent approach to the diverse needs identified.     

A conceptual model for leadership development.

Collaboration among schools of public health and national, state, and local health agencies has resulted in creation of comprehensive public health workforce education and training initiatives that offer integrated, sequential, and accessible professional development programs, including a nation-wide network of public health leadership institutes. A conceptual model for leadership development is presented. It contains seven elements considered critical for design of leadership programs in public health: capacity/competence needs; program target; area served; program content; training level; learning approach; and implementation methods. This model can be used to design leadership as well as public health workforce education and training programs.