ABSTRACT
Objective To understand the current situation of nursing human resources at tertiary hospitals in Guiyang city , and to recommend on strategies for nursing human resource management under the universal two-child policy .Methods Stratified sampling method was adopted , and 141 head nurses were sampled from 5 tertiary hospitals in Guiyang city for a customized questionnaires survey .The survey aimed at learning the nursing human resource allocation and work scheduling model in the face of growing number of pregnant and puerperal nurses .Results The 141 departments surveyed in Guiyang tertiary hospitals had a total of 2667 nurses and 6604 beds, with a nurse-bed ratio of 0.4:1 for the hospital in general , but only 34.1％of the departments reached this standard .The number of second-time pregnant nurses and second-time maternity leave nurses posed a significant impact on nursing human resource management (P<0.05). Conclusions Currently tertiary hospitals in Guiyang city seriously lack nursing human resource and the allocation was uneven .With the implementation of the universal two-child policy , the increased number of pregnant and maternity leave nurses placed a great pressure to clinical departments , It is recommended that nursing managers increase the number of nurses , raise bed-nurse ratio up to national requirements , recruit and retain male nurses , call back retired and capable nurses , and minimize factors affecting human resource stability;establish a survey mechanism to learn nurses fertility intention , avoid excessive concentration of pregnant nurses over the same period , and make a reasonable scheduling , for nursing quality stability .
ABSTRACT
@#Objective To evaluate the human resource in a national institute of parasitic diseases from 2007 to 2016，so as to provide a reference for the construction of a well⁃crafted human resource of national parasitic diseases control and prevention. Methods The basic information of the staff in the national institute of parasitic diseases was investigated and a related database was established to analyze the quantity and structure of the human resource allocation in 10 years through the annual statistics each year. Results The number of staff in the institute increased by 6.25% in 2016 compared with that in 2007，and 43.32% of the staff were under 35 years old. In 2016，59.36% of the staff had a master degree or a higher level degree，and 37.97% of the staff had senior technical titles. The difference value of the inflows and outflows was 3.21%. Conclusions The change of the structure and quality of human resource in this institute has a good tendency in the past ten years. The organization should optimize the human resource allocation and improve its capacity in disease control and prevention to broaden the methods of talent introduction and control the brain drain problem.