Introduction. It is not possible to create an adequate human resources policy only through the efforts of heads of medical organizations. There is a need to integrate the efforts of governments, educational institutions and employers to improve the human resources policy for regional health care. The article presents the strategy of personnel policy perfection on the basis of Russian and international organizations’ experience, research of personnel imbalance of regional public health care system and results of own researches.
Materials and Methods. The research materials were statistical data on the staffing of the regional health care, including a database of job opportunities for medical workers in the labor market, materials from a sociological survey of managers on ways to improve personnel policies and its impact on the sustainable development of health care organizations.
Results. The study of personnel policy that affects the sustainability of the development of medical organizations has shown that an important aspect of achieving long-term goals of the organization is the introduction of improvements in accordance with the modern strategy of health development. The authors identified the problems of staffing the health care system in the Novosibirsk region (a surplus of trained specialists in both outpatient and inpatient units; an imbalance of specialists with a shortage of doctors in the primary sector; there is a significant need for specialized specialists, whose training takes place through training in residency, etc.). Special attention is paid to the problem of training personnel based on continuing medical education programs. The authors focus on the need to train specialists in the region under the program “Lean medicine” for the qualitative introduction of a new model of primary health care.
Discussion and Conclusion. The main results of our work are that the regional health development strategy depends on the integration of efforts of the Ministry of Health of the region, healthcare organizations and higher educational organizations. Against the background of personnel imbalance, it is necessary to ensure the training of specialists for implementing regional health development programs in a short time. At the same time, graduate specialists should be willing to work in conditions of constant changes and at the same time contribute to the sustainable development of healthcare organizations. The results of the study are important for specialists at various levels of health authorities, higher education institutions and medical organizations.
