Publication: Kamu Hastanelerinde İş Yüküne Dayalı Hemşire İşgücü Gereksiniminin Belirlenmesi
Abstract
Amaç: Çalışma, kamu hastanelerinde iş yüküne dayalı hemşire işgücünün belirlenmesi ve dağılımının incelenmesi amacıyla gerçekleştirilmiştir. Yöntem: İş yüküne dayalı insan kaynakları gereksinimi belirleme yöntemi uygulanarak, Kocaeli ilinde Sağlık Bakanlığı’na bağlı hastanelerin yoğun bakım, tüm yatan hasta servisleri, acil servis, ameliyathane ve diyaliz birimlerinde gerekli hemşire sayısı hesaplanmıştır.Bulgular: Hemşire sayısı il genelinde hastaneler arası iş yükü oranına dayalı olarak karşılaştırıldığında; A, B, C, D, G, H ve I hastanelerinde hemşire sayısının yetersiz ve iş yükü ortalamasının 0,73 olduğu ve hemşire sayısının il genelinde %27 arttırılma-sı gerektiği belirlenmiştir. En yüksek iş yükü oranına sahip hemşirelerin ise 0,49 oranı ile A hastanesi ve 0,53 oranı ile C hasta-nesi yatan hasta servisi hemşirelerinin olduğu saptanmıştır. Ayrıca E ve F hastanesinde toplam hemşire gereksinimi yeterli olmasına karşın, hastane içindeki birimler arasında hemşire işgücü iş yüküne göre dengesiz bir dağılımın olduğu bulunmuştur.Sonuçlar: Hastanelerde hemşire sayısının yetersiz, hastaneler arasında ve hastane içinde iş yükü dağılımının dengesiz olduğu belirlenmiştir. İl genelinde hemşire işgücünün dengesiz dağılımı, hemşire işgücü verimsizliği, hasta bakımının kalitesinde düşme, sağlık hizmetlerinde hakkaniyet ilkesine zarar verme ve sağlıkta eşitsizliklere yol açma gibi önemli sonuçlara yol açabilecektir. Çalışma sonuçları, sağlık ve hemşirelik yöneticilerine hemşire işgücü konusunda daha etkili planlama yapma ve yönetme konu-sunda destek sağlayacak uygulama örneği oluşturabilecektir.
Aim: The aim of this study is to examine the requirement and distribution of nurse workforce based on workload in public hospitals.Method: The number of nurses required in intensive care unit, all inpatient services, emergency room, operating room and dialysis units of the hospitals affiliated to the Ministry of Health in Kocaeli was calculated based on the workload by applying the Workload Indicators of Staffing Need (WISN) method.Result: When the nurses were compared based on the inter-hospital workload ratio in the province, it was found that the number of nurses in the hospitals A, B, C, D, G, H and I was inadequate, the average workload was 0.73 and the number of nurses should be increased by 27% throughout the province. It was determined that the nurses having the highest workload ratio were inpatient service nurses in hospital with A rate of 0.49 and hospital in C with 0.53 rate. In addition, although the total number of nurses in E and F hospitals is sufficient, the units within the hospital are unevenly distributed according to the workload of the nurse workforce.Counclution: It was determined that the number of nurses in the hospitals was insufficient and the workload distribution between the hospitals and within the hospital was unbalanced. The unbalanced distribution of nurse workforce throughout the province causes labour inefficiency, decreases the quality of patient care and causes health inequalities. The study results could set an example of practice that would provide support for health and nursing managers in planning and managing healthcare human resources more effectively.
Aim: The aim of this study is to examine the requirement and distribution of nurse workforce based on workload in public hospitals.Method: The number of nurses required in intensive care unit, all inpatient services, emergency room, operating room and dialysis units of the hospitals affiliated to the Ministry of Health in Kocaeli was calculated based on the workload by applying the Workload Indicators of Staffing Need (WISN) method.Result: When the nurses were compared based on the inter-hospital workload ratio in the province, it was found that the number of nurses in the hospitals A, B, C, D, G, H and I was inadequate, the average workload was 0.73 and the number of nurses should be increased by 27% throughout the province. It was determined that the nurses having the highest workload ratio were inpatient service nurses in hospital with A rate of 0.49 and hospital in C with 0.53 rate. In addition, although the total number of nurses in E and F hospitals is sufficient, the units within the hospital are unevenly distributed according to the workload of the nurse workforce.Counclution: It was determined that the number of nurses in the hospitals was insufficient and the workload distribution between the hospitals and within the hospital was unbalanced. The unbalanced distribution of nurse workforce throughout the province causes labour inefficiency, decreases the quality of patient care and causes health inequalities. The study results could set an example of practice that would provide support for health and nursing managers in planning and managing healthcare human resources more effectively.