我国城市社区卫生人力资源管理机制和分配机制的政策分析  

Policy Analysis of Management and Allocation Mechanisms of Human Resources in Urban Community Health Service Institutions in China

作　　者：熊昌娥[1] 陈晶[1] 吴少玮[1] 方鹏骞[1] 

机构地区：[1]华中科技大学同济医学院医药卫生管理学院,湖北省武汉市430030

出　　处：《中国全科医学》2009年第23期2176-2177,2180,共3页Chinese General Practice

基　　金：中澳卫生与艾滋病项目"中国城市社区卫生服务机构人力资源开发及制度设计研究"(HSS22)

摘　　要：通过对我国的社区卫生政策进行回顾分析,总结我国城市社区卫生人力资源管理和分配机制中存在的薄弱环节,并提出以下政策建议:(1)人力资源管理机制方面:①加强培养全科医生的高等教育;②建立人员准入标准;③建立长效的人员激励约束机制。(2)分配机制方面:①提高绩效工资在收入中的比例;②明确绩效工资的内涵;③提高分配机制的内部公平性和外部公正性。We first review the policies on community health services in China, and the existing weak links in management of human resources in community health service institutions. Then we give recommendations on the following policies. First are, on the human resources management mechanisms, to strengthen training on higher learning for general practitioners, to establish an access standard for general practitioners, and to set up long-term incentive and restraint mechanisms for individuals. The second are, on the community health human allocation mechanisms, to improve the proportion of performance wage in total income, to make the connotation of performance wage clear, and to improve internal equity and external justice in distribution mechanism.

关 键 词：社区卫生服务 人力资源 管理机制 分配机制 

分 类 号：R197[医药卫生—卫生事业管理]