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来源：百度知道 编辑：UC知道 时间：2024/06/19 16:26:32
Background
Georgia's health care system underwent dramatic reform after gaining independence in 1991. The decentralization of the health care system was one of the core elements of health care reform but reports suggest that human resource management issues were overlooked. The Georgian national immunization program was affected by these reforms and is not functioning at optimum levels. This paper describes the state of human resource management practices within the Georgian national immunization program in late 2004.
Methods
Thirty districts were selected for the study. Within these districts, 392 providers and thirty immunization managers participated in the study. Survey questionnaires were administered through face-to-face interviews to immunization managers and a mail survey was administered to immunization providers. Qualitative data collection involved four focus groups. Analysis of variance (ANOVA) and Chi-square tests were used to test for differences betwee
Georgia's health care system underwent dramatic reform after gaining independence in 1991. The decentralization of the health care system was one of the core elements of health care reform but reports suggest that human resource management issues were overlooked. The Georgian national immunization program was affected by these reforms and is not functioning at optimum levels. This paper describes the state of human resource management practices within the Georgian national immunization program in late 2004.
Methods
Thirty districts were selected for the study. Within these districts, 392 providers and thirty immunization managers participated in the study. Survey questionnaires were administered through face-to-face interviews to immunization managers and a mail survey was administered to immunization providers. Qualitative data collection involved four focus groups. Analysis of variance (ANOVA) and Chi-square tests were used to test for differences betwee
背景
格鲁吉亚的医疗体系进行了大幅度改革后， 1991年获得独立。集中化的医疗制度是核心要素之一的医疗改革，但报告表明，人力资源管理方面的问题被忽略。格鲁吉亚国家计划免疫是受这些改革和运作并不在最佳水平。本文介绍了国家的人力资源管理做法，格鲁吉亚全国免疫计划，在2004年年底。
方法
第三十二地区被选定为研究对象。在这些地区， 392个供应商和第三十二免疫经理参加了这次学习。调查问卷调查，通过面对面的访谈，以免疫经理和邮寄问卷是经管免疫提供商。定性数据收集涉及四个重点群体。方差分析（方差分析）和卡方检定，试验使用，为不同群体之间的连续和明确的变数。内容分析法确定的主题，在重点群体。
结果
弱办事环节之间存在中心的公众卫生（ cph ）和初级保健（ phc ）的卫生设施。还有就是缺乏明确的管理准则，只有49.6 ％的医疗服务提供者，曾撰写工作说明。一个共同关心的所有被访者中是十分不足的工资。经理引述缺乏权威和穷人的知识和技能，在人力资源管理。由于缺乏资源和基础设施被确定为主要的障碍，以提高免疫接种。
结论
我们的研究发现，全国免疫计划，在格鲁吉亚的特点是软弱的组织结构和过程，以及缺乏的知识和技能的管理和监督，特别是在周边的水平。技术的发展和流程的一个管理完善的劳动力可能有助于改善免疫接种率，有利于成功执行的，其余的医疗改革，是一个整体的，明智的投资。但是，在改革的战略决策，各级，各部门将要解决体制性金融和卫生系统的限制，阻碍了性能的计划免疫和卫生保健系统作为一个整体。