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目的探索一种简便、直观、可操作且符合实际的卫生监督协管服务人力配置方法。方法以工作任务分析法为主,综合文献回顾、问卷调查、专家咨询等方法,对上海某区卫生监督协管服务进行调查和测算,预测卫生监督协管人员需求量,并提出该区协管人力资源配置标准建议。结果该区卫生监督协管服务年需投入总人时约为10.73万人时,协管人员日有效工作时间修正系数为0.58,每名协管人员全年有效投入人时为872.32人时,完成该区工作任务至少应配置123名专职卫生监督协管人员,平均每社区卫生服务中心应配置2.67人;T区域配置标准建议为各社区卫生服务中心根据所辖服务对象数、区域面积和常住人口数至少配置2或3名专职协管人员。结论基于工作任务分析法测算的卫生监督协管人力需求更符合区域实际情况,适用于区域内差异大、协管服务内容有调整的地区测算人力配置标准。
Objective To explore a simple, intuitive, operational and realistic approach to human resource management of health supervision and service. Methods The method of task-based analysis, comprehensive literature review, questionnaire survey, expert consultation and other methods to conduct a survey and calculation of health supervision and co-ordination services in a district in Shanghai to predict the demand for health supervision and co-ordination officers, and proposed that the district co-management Human resources allocation standards recommendations. Results When the total number of co-ordinating services for health supervision in the district was estimated to be 107,300, the co-workers’ effective working time correction coefficient was 0.58 and that for each co-worker during the year was 872.32, At least 123 full-time health supervision co-ordinators should be assigned to work tasks in this area, with an average of 2.67 per community health service center. The T regional standards should be based on the number of service subjects, the area and the resident population of each community health service center At least 2 or 3 full-time co-workers. Conclusion The human resource requirements for health supervision and management based on task-based analysis are more in line with the actual situation in the region and are applicable to the regional standard for human resource allocation with large differences in the region and the contents of the coordinated service.