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本文抽样调查了济南市不同层次的 18家医院卫生科技人才流入流出情况。结果表明 :具有中初级专业技术职务的中青年人流动性最大 ;高等级医院是卫生科技人才流动的受益者 ;市及以下医院卫生科技人才流失量较大 ,流出人员素质高于流入人员素质 ;因夫妻分居而调动已不是主要流动因素 ,考研、出国、停薪留职等多种因素导致要求流动的比例较高。本文提出 :引入市场竞争机制调控人才合理流动 ;积极发展研究生教育 ,大力培养高层次人才 ;实施管理创新机制 ,对人才不求为我所有 ,但求为我所用 ,以促进卫事业发展
This paper samples the different levels of Jinan City, 18 hospitals in the flow of medical technology personnel inflow and outflow. The results show that middle-aged and young people who have middle-level professional and technical positions have the highest mobility; high-level hospitals are the beneficiaries of the flow of health science and technology talents; the loss of health science and technology talents in cities and in the following hospitals is larger, Mobilization due to the separation of husband and wife is no longer a major factor in mobility. Factors such as number of exams leaving Japan, leave without pay, and other factors leading to higher demands for mobility. This paper puts forward: introducing the market competition mechanism to regulate the reasonable flow of talents; actively developing graduate education, vigorously cultivating high-level talents; implementing management innovation mechanism, not seeking for talents for all, but seeking for what I use to promote the development of health care industry