RESUMO
【Objective】 To explore the application effect of target management combined with intelligent display system on apheresis platelet donor recruitment. 【Methods】 Control group: 317 apheresis platelet donors were recruited according to the conventional appointment mode of intelligent display system from October 2020 to March 2021, with a total of 1 073 donations. Experimental group: 404 apheresis platelet donors were recruited using quantitative target management plus the intelligent display system from April 2021 to September 2021, with a total of 1 308 donations. The number of first-time donors, repeated donors, recalled donors after first-time donation, and their corresponding donations, as well as the double-dose collection rate, and the transfer-in/-out of platelet product were analyzed and compared. 【Results】 The number of first-time donors increased from 89 (28.08%) to 179 (44.31%) while repeated donors decreased from 228 (71.92%) to 225 (55.69%), all P0.05.The cumulative number of first-time and repeated platelet donors increased from 149 (13.89%) to 331 (25.31%), and 924 (86.11%) to 977 (74.69%), respectively(all P0.05). The double-dose collection rate decreased from 24.70% (265/1 073) to 13.46% (176/1 308)(P<0.05). The proportion of transfer-in platelets decreased from 3.64% (48/1 317) to 1.52% (22/1 452), while transfer-out platelet increased from 0.23% (3/1 317) to 2.34% (34/1 452)(all P<0.05). 【Conclusion】 The intelligent display system is conducive to facilitate the development of platelet donor recruitment and ensure the clinical supply of apheresis platelets.
RESUMO
【Objective】 To investigate the establishment of a competitive performance evaluation management program for blood centers to ensure the blood supply. 【Methods】 A competitive performance evaluation system for Blood Donor Service Department of blood centers in eastern Shenzhen was established. The data concerning blood collection after (May to October 2021, the experiment group) and before (the corresponding period in 2020, the control) the launch of evaluation system was compared, including the proportion of total/novel blood donors in fixed donation sites, the donation rate of 400 mL and pre-collection deferral rate; collected units per shift, the average collection volume of staff, and the growth rate of per capita donation; the proportion of first-time/repeated/double-dose platelet apheresis donors; the proportion of transfer-in/transfer-out of red blood cells; the ratio of group to street blood donors. 【Results】 The proportion of total/novel blood donors in fixed donation sites(81.13% vs 75.87%), the donation rate of 400 mL(58.14% vs 57.91%) and pre-collection deferral rate(76.55% vs 65.92%) in the experimental group was higher than that of the control, while the proportion of pre-collection deferral was lower(18.87% vs 24.13%) (P<0.05). Compared by the control, the units collected per shift, the average collection volume of staff and the blood donation per capita at fixed sites in the experiment group increased by 54.29%, 52.21%, and 3.36% (P<0.05). The proportion of first-time platelet donors was greater than that in the control(43.90% vs 19.61%), while the proportion of repeated platelet donors was lower (56.10% vs 80.39%). The proportion of double-dose platelet donors was lower than that in the control(12.62% vs 22.19%) (P<0.05). The amount of red blood cells transfer-in was 0%, lower than 2.38% in the control group(P<0.05), while the amount of red blood cell transfer-out was 1.86%, higher than 0% in the control group (P<0.05). The proportion of group blood donors decreased from 24% to 15.19%, while street blood donors increased from 76% to 84.81% (P<0.05). 【Conclusion】 Proper competitive performance evaluation system can effectively mobilize employee motivation, improve the efficacy of blood collection and internal management, and ensure clinical blood supply.