HUMAN RESOURCE TRANSFORMATION IN A CHINESE UNIVERSITY HOSPITAL AMID HIGH QUALITY DEVELOPMENT: AN EMPIRICAL ANALYSIS BASED ON WORKFORCE STRUCTURE DATA
Keywords:
Public hospitals, High-quality development, Human resource transformation, Workforce structure, Service efficiency, University-affiliated hospitalAbstract
Human resource (HR) structural optimization constitutes a core engine for high-quality development in Chinese public hospitals. However, existing research predominantly relies on cross-sectional data or single-dimensional analyses, lacking longitudinal tracking of the dynamic adaptation mechanisms between HR structure and service capacity enhancement. This study systematically deconstructs the evolutionary characteristics of HR across six dimensions—total volume, employment type, age, education, position, and professional title—in a regional tertiary Grade-A Chinese public hospital from 2020 to 2025, and constructs a "Structure–Efficiency–Service" adaptability assessment model. A longitudinal panel database was established using six consecutive years of HR and operational data from a Chinese public hospital. Statistical analysis and trend assessment methods were employed to calculate year-on-year growth rates, proportional distributions, and mean values across all structural dimensions. (1) Total HR volume exhibited a "funnel-shaped" moderate growth trajectory, increasing from 2,851 to 2,915 over six years (cumulative growth rate: 2.24%; annual average: 0.37%), with contract-based employment assuming the dominant position. (2) The workforce demonstrated significant aggregation toward middle-aged backbone personnel (31–40 years), higher educational attainment (master's degree holders increased by 32.8%), and intermediate-to-senior professional titles (intermediate titles rising from 29.3% to 54.2%). (3) Structural contradictions persist in Chinese public hospitals, manifested as divergent growth rates between medical-technical/administrative positions and clinical demand, shrinkage of the junior-title talent pipeline, and asynchrony between frontline clinical staffing and service volume growth. This study proposes transformation pathways including dynamic workforce volume regulation, scientific position management systems, full-chain talent cultivation mechanisms, efficiency-oriented incentive systems, and core talent retention strategies, providing empirical evidence and practical paradigms for constructing HR governance systems adapted to high-quality development requirements in Chinese public hospitals.References
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