[1]孙 艳,孙 聃,何燕娜,等.浙江省县域医共体人才招聘一体化改革的实践探索 ——从“投资于人”理念视角出发[J].卫生经济研究,2026,43(09):21-25,31.
　SUN Yan,SUN Dan,HE Yanna,et al.Practical Exploration of Integrated Talent Recruitment Reform in County-Level Medical Communities in Zhejiang Province: From the Perspective of "Investing in People"[J].Journal Press of Health Economics Research,2026,43(09):21-25,31.
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浙江省县域医共体人才招聘一体化改革的实践探索
——从“投资于人”理念视角出发

卫生经济研究[ISSN:1004-7778/CN:33-1056/F]

卷:
43
期数:
2026年09期
页码:
21-25,31
栏目:
专题研究：县域医共体
出版日期:
2026-09-02

文章信息/Info

Title:
Practical Exploration of Integrated Talent Recruitment Reform in County-Level Medical Communities in Zhejiang Province: From the Perspective of "Investing in People"
作者:
孙 艳1; 孙 聃1; 何燕娜1; 杨序劼1; 王 雷1
1.浙江省医疗服务管理评价中心，浙江 杭州 310003
Author(s):
SUN Yan;  SUN Dan;  HE Yanna;  YANG Xujie;  WANG Lei
Zhejiang Evaluation Center for Medical Service and Administration , Hangzhou Zhejiang 310003, China
关键词:
县域医共体; 人才招聘一体化; 县乡村一体化; 浙江
Keywords:
county-level medical communities;  integrated talent recruitment;  county-township-village integration;  Zhejiang
分类号:
R197
文献标志码:
A
摘要:
目的：分析浙江省县域医共体人才招聘的现实困境，总结人才招聘一体化改革的实践做法，为完善县域医共体管理提供实证依据。方法：基于浙江省11个“县乡村一体化”管理改革试点县的实证资料，从“投资于人”理念出发进行相关分析。结果：浙江省11个试点县医共体人才招聘模式多元，但整体招聘完成率仅44.01%，面临紧缺专业招聘困难、人才留存压力大等多重困境；通过“编制、招聘、使用、保障、医保”五个一体化制度落实，实施“县编省（市）代招”、统一考试和分类调剂的省级统筹招聘模式，扩大了招聘信息覆盖面，降低了县级招聘成本，提升了岗位匹配效率。结论：县域医共体人才招聘一体化改革应由分散式招聘转向省级统筹下的分类化、全链条人才投资模式，进一步落实医共体用人自主权，强化“引育留用”协同，构建基于“投资于人”理念的县域卫生人才管理体系。
Abstract:
Objective To analyze the practical dilemmas of talent recruitment in county-level medical communities in Zhejiang Province, summarize the practical approaches of integrated recruitment reform, and provide empirical evidence for improving county-level medical community management. Methods Based on empirical data from 11 pilot counties implementing "county-township-village integration" reform in Zhejiang Province, relevant analysis was conducted from the perspective of "investing in people". Results The 11 pilot counties adopted diverse recruitment models, but the overall recruitment completion rate was only 44.01%, facing multiple dilemmas including difficulties in recruiting for shortage specialties and high talent retention pressure. Through the implementation of five integrated systems-"establishment, recruitment, deployment, benefits, and medical insurance"-and the adoption of provincial-level coordinated recruitment models such as "county-level establishment with provincial/municipal agency recruitment", unified examinations, and categorized placement, the coverage of recruitment information was expanded, county-level recruitment costs were reduced, and job-matching efficiency was improved. Conclusion The integrated talent recruitment reform in county-level medical communities should shift from decentralized recruitment to a categorized, full-cycle talent investment model under provincial coordination. Further efforts should be made to strengthen the employment autonomy of medical communities, enhance synergy across "recruitment, training, deployment, and retention", and build a county-level health workforce management system grounded in the "investing in people" philosophy.

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更新日期/Last Update: 2026-09-02