军队医院文职人员招录现况与问题研究

Research on current situation and problems of recruiting civilian personnel in military hospitals

  • 摘要: 背景 近年,军队医院文职人员招录存在主干专业招录率低、高层次人才数量少等问题,成为制约军队医院文职 人员队伍建设的重要因素。目的 调查了解文职人员招录现状,分析症结原因,提出对策建议。方法 通过文献研究法对 中外文职人员制度进行对比分析;通过问卷调查、访谈等方法,对5所医学院校应届毕业研究生和4家不同类型军队医疗机 构文职人员岗位的社会影响力和岗位稳定性进行分析。结果 文献研究结果显示我军文职人员招录方式不够多元和灵活。 调查问卷结果显示影响毕业生就业意向的主要原因是岗位稳定性(编制)、待遇保障和发展平台。军队医疗机构文职人员实 际招录到岗率均不足50%,从单位等级看,等级越低或驻地城市发展水平越低招录率越低;从主要专业系列看,财务、工 程、护理、药学岗位最高,医疗系列招录率最低;从学历层次看,高学历和高层次人才的补充较为困难;经济发达地区离 职率越高,主要原因是落户受限、生活成本高等。结论 文职人员岗位虽竞争日趋激烈,但存在部分岗位报名热度冷热不 均、单位整体招录率低、高层次人才和主干专业系列人才招聘难等问题,研究出台适应市场竞争规律的待遇保障政策、完 善岗位任职资格体系、建立文职人员招录调剂机制、加大宣传力度等将有助于解决以上问题。

     

    Abstract: Background In recent years, the recruitment of civilian personnel in military hospitals has faced challenges such as low recruitment rates in core specialties and a shortage of high-caliber professionals, which have emerged as significant constraints on the development of military hospital civilian workforce.Objective To investigate the recruitment status of civilian personnel, identify systemic constraints, and formulate evidence-based improvement strategies.Methods A comparative analysis of Chinese and foreign civilian personnel systems was conducted through literature review methodology, while questionnaire surveys and interviews were administered to assess the social impact and positional stability of civilian posts, and the social impact and positional stability of postgraduate graduates from five medical academies and four categorized military medical institutions were systematically analyzed through empirical investigation methodologies.Results Literature review findings indicated that Chinese military civilian personnel recruitment mechanisms were less diversified and flexible than foreign counterparts. Questionnaire survey data revealed that primary determinants influencing graduates' career decision-making were positional stability (formal tenure status), compensation packages, and career development platforms. Military medical institutions maintained actual civilian personnel onboarding rates below 50%. Unit hierarchy analysis revealed lower institutional grades and less developed host cities correlated with reduced recruitment rates. Professional distribution examination demonstrated financial, engineering, nursing, and pharmaceutical positions exhibited relatively higher recruitment performance, while medical specialties showed the lowest recruitment rates. Educational attainment assessments indicated persistent challenges in supplementing highly-educated professionals and top-tier talent. Regional economic evaluations demonstrated higher attrition rates in developed areas were principally attributed to household registration restrictions and elevated living costs.Conclusion Although the competition for civil servant positions is becoming increasingly fierce, there are also problems including disproportionate application distribution across specialties, suboptimal institutional recruitment rates, and persistent difficulties in attracting high-caliber professionals and core field specialists. Strategic solutions involving formulating compensation policies aligned with market competition principles, refining position qualification frameworks, establishing recruitment coordination mechanisms, and enhancing public awareness campaigns demonstrate significant potential to address these systemic issues.

     

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