卫生事业单位劳务派遣用工管理探析  

Analysis on labor dispatch management at institutions of healthcare and public health

作　　者：陈哲娟[1] 杨绍文 ChertZhejuan , Yang Shaowen.(School of Public Administration and Policy, Renmin University of China, Beijing 100872, China)

机构地区：[1]中国人民大学公共管理学院,北京100872 [2]国家卫生计生委人才交流服务中心

出　　处：《中华医院管理杂志》2018年第11期914-917,共4页Chinese Journal of Hospital Administration

摘　　要：目的了解卫生事业单位劳务派遣人员的基本情况及存在问题，为改进实际工作提供借鉴。方法2017年10月，通过对北京市29家卫生事业单位的3548名劳务派遣人员进行调查，了解劳务派遣人员的基本情况、薪酬福利、职业发展和劳务纠纷现状。采用描述性统计学方法分析数据。结果在所调查的29家卫生事业单位中，编制内用工占51．2％，劳务派遣用工占31．1％，其他用工形式占17．7％。劳务派遣人员整体学历层次较高，以大专和本科学历为主，占79．6％；其社会保障健全，产生劳务纠纷例数不多。结论要进一步完善劳务派遣人员管理，突出岗位管理，完善薪酬福利机制，畅通职业发展通道，并加强风险防控意识。Objective To understand the basics and existing problems of labor dispatchers at institutions of healthcare and public health, and to provide reference for its improvement. Methods In October 2017, 3 548 dispatchers from 29 such institutions in Beijing were investigated to find out the basic salary and welfare, career development and lahor disputes of their dispatchers. Descriptive statistics was used to analyze the data. Results Among those dispatched of 29 institutions surveyed, 51.2% were employed upon staffing quota, 31.1% were dispatched and 17.7% were employed in other forms. Labor dispatchers had higher educational level as a whole, mainly college and undergraduate education, accounting for 79. 6% ; their social security was well assured, and there were few cases of labor disputes. Conclusions It is necessary to further improve the management of labor dispatch personnel, highlight post management, improve salary and welfare mechanism, smooth career development channels, and strengthen the awareness of risk 13revention and control.

关 键 词：人员管理 医院 劳务派遣 用工管理 人事制度改革 

分 类 号：D922.5[政治法律—民商法学]