战略劳动力分析:在转型的前沿公共卫生工作者中识别技能和差距
Harshada Karnik1, Danielle J Zemmel, Phoebe K G Kulik
1Region V Public Health Training Center, University of Michigan-School of Public Health, Ann Arbor, Michigan (Mss Zemmel and Kulik and Drs Karnik, Power, and Leider); Department of Epidemiology, University of Michigan-School of Public Health, Ann Arbor, Michigan (Mss Zemmel and Kulik and Dr Power); and Division of Health Policy and Management, University of Minnesota School of Public Health, Minneapolis, Minnesota (Drs Karnik and Leider).
Journal of public health management and practice : JPHMP
|July 29, 2024
概括
公共卫生部门面临技能缺口,特别是在较小的机构. 工作经验,而不仅仅是学位,有助于弥合这些差距,这表明有针对性的培训对于具有竞争力的公共卫生工作人员至关重要.
科学领域:
- 公共卫生 公共卫生
- 医疗卫生工作人员发展发展.
- 组织管理 组织管理
背景情况:
- 公共卫生机构面临的挑战包括预算削减,劳动力消耗和技能损失.
- COVID-19大流行突出了公共卫生的关键作用,导致人们的注意力和资金增加.
- 了解教育特征和技能差距对于有针对性的劳动力干预至关重要.
研究的目的:
- 调查不同部门规模的前线公共卫生工作者之间的教育差异.
- 确定教育特征是否与技能差距有关.
- 为具有竞争力的公共卫生工作人员提供有针对性的干预信息.
主要方法:
- 2021年公共卫生工作人员兴趣和需求调查 (PH WINS) 数据的分析.
- 关于教育资格的变化,技能差距和劳动力特征的记录.
- 使用负二项式模型检查与技能差距相关的属性.
主要成果:
- 在资源管理,战略思维和变革管理方面存在持续的技能差距,在小地方卫生部门 (LHD) 最为明显.
- 小规模的LHD拥有更少的毕业生和公共卫生学位的员工.
- 公共卫生学位与技能差距的减少没有相关性;然而,在公共卫生领域的更长任期与更少的差距有关,这表明通过经验学习.
结论:
- 区域培训中心可以强调战略技能和公共卫生基础概念.
- 需要根据机构规模和教育水平定制的培训内容.
- 干预措施应优先考虑面临资源限制的小型LHD的可访问性.
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