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The purpose of township hospitals is preventive health care network in rural tertiary care hub directly to rural communities to provide basic medical care, prevention, care and rehabilitation services, primary health care institutions, implementation of primary health care in rural China to achieve health for all the world target grassroots WHO. In order to understand the current situation of the human resources for health in Henan township hospitals to promote its reform and development, under the Henan Province in 2006 based on the province's human resources for health census data, in 2006 the province township hospitals human resources now condition statistics and analysis. Materials and Methods This data is part of the 2006 Henan Health Human Resources census data, survey the range of 2,043 township hospitals throughout the province, the data cut-off date of December 31, 2005. The basis of the census data and data logic checks, separation township hospitals human resources data to establish a separate database with Visual fox-pro12.0 statistical analysis Spss12.0. The results of the end of 2005, the province's township hospitals in 2043, has a staff of 85,798 people, of health technicians 68,095 people, accounting for 79.4% of the other technical staff, managers and workers and service personnel of 17,355 people, accounting for 20.2%. The age of the staff is mostly concentrated in the 20-44 years, accounting for 72.73% of the age structure of personnel, personnel age structure biased younger. Health technicians, 34,934 medical personnel, nurses 16476, 16476 pharmacists, medical technicians 9664. Township hospitals in health care than 1:0.47. Township health personnel per thousand agricultural population has 1.21 people. Township hospitals in the province's permanent staff, master's degree, universities and undergraduate 1440, accounting for 1.68%, concentrated in Zhengzhou, Luoyang, Zhoukou, Nanyang and Xinyang economically developed or more populated areas. The highest proportion of secondary school (including vocational school), followed by college, no academic staff is higher than the national average. The recruiters sources focus on the vocational school and county health school graduation personnel. Human resources for health in the province have senior technical titles and 497 Intermediate 5844, title personnel. The hospitals staff professional distribution up to engage in nursing and medicine professionals, followed by less of Obstetrics and Gynecology and the pharmacy profession, rehabilitation, health care and the general practitioner. Township hospitals have the qualification of the physician class accounted for 27.88%, followed by nursing class, without practicing qualified health personnel accounted for 52.34%, more than half. The township hospitals compiled in Kong accounted for 79.6%, 9.86% social recruitment and retired Fanpin. The township hospitals editing undergo personnel accounted for 9.97%, the highest proportion of the various medical institutions such persons. Conclusion township health human resources is the following question: township hospitals in high-end talent is scarce, the team of practitioners are still not stable enough. Unreasonable, the province township title structure of human resources for health, the division level and above, the proportion of small, no titles were as high as 50.78%, the senior title physicians generally low number. Low educational qualifications and professional and technical qualifications, no formal education up to 20.22%. Low quality of the business of medical technicians, the general lack of clinical experience. Medical reeducation serious lag technicians out for further study, there is awareness training is not in place, the lack of security training specifications and training funds. Rural doctors training management incentive and coordination mechanisms are inadequate, training, education and the use of touch, and the expertise of rural doctors update cycle becomes longer. Irrational allocation of health resources, the level of health services in the difference between the different types, different regions, different health technicians imbalances in the distribution. The province economically developed regions such as Zhengzhou City, an adequate stock of Luoyang City, township health human resources, the number of health professionals have higher than in other regions. Professional distribution of township hospitals up to engage in nursing and medicine professionals, rehabilitation, health care and general practitioners less. Some places even the medical staff of township hospitals and village clinics business level inversion phenomenon. Human resource allocation problem is caused by poor medical technology, reduction in township hospitals pathogens. Therefore, effective measures need to be taken to hospitals rational allocation of human resources: Government attaches importance to increase rural health spending to avoid a brain drain. Effectively to the development of human resources for health development planning, science and forecast manpower requirements. Configure the appropriate qualifications and knowledge structure, enhanced preventive health care, rehabilitation, and general talent development efforts. To strengthen the township health management talent introduction, selection. Give full play to the great role of Chinese medicine personnel in rural medical institutions. Township health technicians in training and re-education system. Improve the reform of personnel distribution system.
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