Kuhlmey A, Winter M H
Fachhochschule Braunschweig/Wolfenbüttel Fachbereich Gesundheitswesen Wielandstrasse 1-5 38440 Wolfsburg.
Z Gerontol Geriatr. 2000 Dec;33(6):480-7. doi: 10.1007/s003910070022.
Nursing provides a service catering to the needs of the individual and, as such, makes its own contribution towards community health care. Apart from organizational and instrumental determinants, manpower resources are of central significance in this context. The number of staff employed in nursing, their qualifications and competences are all factors which fundamentally influence the quality and efficiency of nursing care. Based on current data, the following article will first describe which manpower resources are available in the individual nursing sectors. It will then articulate as a central theme some of the main problems in professional training at the various levels (general, advanced and further education), including Germany's comparatively new university and college degrees in nursing. The results of our analysis indicate, on the one hand, that there is movement towards an improved professional profile in nursing, which could be classified as optimizing manpower resources. For example, far more than two thirds of all nursing staff and other care workers have completed three-year professional training courses. In addition, nursing trainees overproportionately graduate from junior levels of secondary schools. It may, furthermore, be noted that nursing continues to be in high demand as a vocational profession and that there has been a professional upgrade in particular at the teaching and leadership levels. On the other hand, however, we can make out anti-professional developments which contribute to an impairment of manpower resources in nursing. A comparison of 1996 and 1999 figures shows that the number of qualified staff in the care of the elderly has decreased whereas the number of untrained staff has increased by six times. In spite of heavier work loads there has been no increase in the number of staff and trainees in hospital nursing over the past few years. And, with the introduction of statutory insurance covering ongoing nursing care, various semi-professional trainee programs have emerged, leading to a partial displacement of qualified staff. In conclusion, the authors will reflect on how to overcome such developments and further optimize manpower resources in nursing.
护理提供满足个人需求的服务，因此，它对社区医疗保健做出了自身贡献。除了组织和工具性决定因素外，人力资源在这方面具有核心意义。护理行业雇佣的员工数量、他们的资质和能力都是从根本上影响护理质量和效率的因素。基于当前数据，以下文章将首先描述各个护理领域可获得的人力资源情况。然后，将阐述各级（普通、高级和继续教育）专业培训中的一些主要问题作为核心主题，包括德国相对较新的护理专业大学和学院学位。我们的分析结果表明，一方面，护理行业正朝着改善职业形象发展，这可归类为优化人力资源。例如，超过三分之二的所有护理人员和其他护理工作者都完成了三年制专业培训课程。此外，护理学员中初中毕业的比例过高。再者，可以注意到，护理作为一种职业仍然需求旺盛，特别是在教学和领导层面出现了职业升级。然而，另一方面，我们也能看出一些不利于职业发展的趋势，这些趋势导致护理行业人力资源受损。对1996年和1999年数据的比较显示，照顾老年人的合格员工数量减少，而未经培训的员工数量增加了六倍。尽管工作量增加，但在过去几年里，医院护理的员工和学员数量并未增加。而且，随着法定长期护理保险的推出，出现了各种半专业培训项目，导致合格员工部分被取代。总之，作者将思考如何克服这些趋势，并进一步优化护理行业的人力资源。
