Surgical inpatient area nursing human resource allocation method

Abstract

The invention discloses a surgical inpatient area nursing human resource allocation method. The method specifically comprises the following steps: step 1, calculating an inpatient area comprehensive working pressure intensity value; and step 2, calculating nursing human resource management key indexes according to the comprehensive work pressure intensity value of the inpatient area obtained in the step 1, so as to carry out corresponding human resource allocation. The surgical inpatient area nursing human resource configuration method and the moving and driving method are used for carrying out optimal configuration management on hospital nursing human resources.

Description

Technical Field

[0001] The invention belongs to the technical field of medical management, and in particular relates to a method for allocating nursing human resources in a surgical ward. Background Art

[0002] Nursing staff is a large team with a wide range of work and influence in medical and health service institutions. With the continuous development of nursing, how to optimize the allocation of nursing human resources and reflect organizational fairness in nursing work has become a key issue that hospital managers continue to explore. At present, the main problems of human resource allocation in my country are relatively insufficient total amount, single allocation mode, and uneven regional distribution. According to the latest survey, there were 4.098 million registered nurses in China in 2018, with a doctor-nurse ratio of 1:1.13; in 2019, there were 4.445 million registered nurses in China, with a doctor-nurse ratio of 1:1.15; at the end of 2020, there were 4.709 million registered nurses in China, with a doctor-nurse ratio of 1:1.17. Although the total number of registered nurses has increased year by year and the doctor-nurse ratio has also been rising, it still does not meet the reasonable allocation standard of 1:2, and does not include the speed of bed rotation in the ward, the treatment and nursing of different diseases. In view of this, the above research can conclude that the current domestic nurse human resource allocation management has the coexistence of resource shortage and ineffective utilization of resources, especially for tertiary hospitals, the main problem is the ineffective utilization of human resources. Therefore, for tertiary hospitals, we need to optimize the proportion and method of allocation based on the existing human resource status.

[0003] The 2016 notice clearly stated that hospitals need to strengthen their clinical nursing teams, scientifically coordinate nursing manpower, and the remuneration of nursing staff should be tilted towards positions with large workloads and high risks, reflecting the principle of more work, more pay. However, at present, the nursing salary calculation of many hospitals in China is still based on the balance of income and expenditure of each ward, and is distributed in proportion. The standard for the allocation of nursing human resources in each ward is still based on the standard of bed-to-nurse ratio greater than or equal to 1:0.4 in the "Organization and Establishment Principles of Comprehensive Hospitals (Trial Draft)" compiled in 1978. Although this allocation method can make the accounting method intuitive and simple, and at the same time enhance the awareness of increasing income and reducing expenditure in wards and facilitate the macro-control of management, giving each department the same commission ratio according to a unified method cannot reflect the differences in the difficulty, risk level, time consumption and other factors of medical and nursing projects in each ward, resulting in unfair "equality". Therefore, this not only makes the allocation of human and financial resources in each ward not proportional to the performance, responsibility, risk and other factors of nursing positions, but also reduces nurses' job satisfaction and increases turnover rate. Studies have found that neurology and emergency wards mostly admit patients with acute and critical illnesses, with a heavy nursing workload and a high bed turnover rate. However, the salary distribution of such wards is not high, while the bonuses of otolaryngology, ophthalmology and other surgical departments with a small workload and low nursing difficulty are high, which has led to serious transfer, department selection and resignation of nursing staff, and affected their work enthusiasm. Therefore, how to objectively and impartially evaluate the differences in the comprehensive work pressure intensity of each clinical ward and explore a clinical nursing job management model with precise correspondence between people and positions and high performance and high pay is a guarantee of nursing safety and quality and a difficult problem that current nursing managers are highly concerned about. If it is possible to classify and manage by ward, so as to distribute performance, and reflect the principle of distribution according to work and more work, more pay, it will be conducive to the allocation of nursing human resources and the improvement of nursing management quality.

[0004] Ward classification, also known as "department classification", "position classification", "ward classification", and "nursing unit classification / grading", used to divide hospital departments into different categories according to different types of diseases. In recent years, according to the requirements of scientifically allocating nursing positions, accelerating the development of high-quality nursing, and actively mobilizing the enthusiasm of nurses in the issued documents, the concept of ward classification management has been given new connotations, that is, scientific division of clinical wards based on hospital scale, specialty attributes, workload, technical difficulty, work intensity, responsibility risk, patient nursing dependence needs and other factors of each clinical nursing position, to provide a reference for nursing human resource allocation and department nursing position management. Studies have found that nursing workload and patient disease severity are necessary indicators for the construction of ward classification schemes, and scientific and objective measurement of nursing workload is the prerequisite for the construction of ward classification management schemes. However, although domestic hospitals have begun to explore the research on optimizing the classification management of wards, the selection of evaluation indicators is mostly based on the subjective value judgment of individuals or departments to add or delete relevant indicators, and there is a lack of objective and quantifiable measurement indicators. Therefore, how to select key indicators that can comprehensively and truly reflect the actual comprehensive work pressure intensity of the ward, and use this to form a practical ward classification management plan, is one of the issues that nursing managers should continue to focus on. Summary of the invention

[0005] The purpose of the present invention is to provide a method for allocating nursing human resources in surgical wards, so as to optimize the allocation and management of nursing human resources in hospitals.

[0006] In order to achieve the above object, the technical solution adopted by the present invention is: a method for allocating nursing human resources in a surgical ward, which is specifically implemented according to the following steps:

[0007] Step 1, calculating the comprehensive work stress intensity value of the ward;

[0008] Step 2: Calculate the key indicators of nursing human resource management using the comprehensive work stress intensity value of the ward obtained in step 1, so as to make corresponding human resource deployment.

[0009] As a preferred technical solution of the present invention, in step 1, calculating the comprehensive work stress intensity value of the ward includes calculating the nursing workload of the ward, calculating the nursing dependence level of different patients, and calculating the comprehensive nursing difficulty of each ward disease.

[0010] As a preferred technical solution of the present invention, in step 1, the nursing workload of the ward is calculated by calculating the relative value of the nursing operation items and obtaining the historical workload data of the ward.

[0011] As a preferred technical solution of the present invention, in step 1, different patient nursing dependency levels are obtained by statistical calculation after field investigation through experimental design, scale design, and field investigation.

[0012] As a preferred technical solution of the present invention, in step 1, the difficulty of comprehensive nursing care for each ward disease is calculated by extracting the case combination index from the hospital information system and then normalizing the data.

[0013] As a preferred technical solution of the present invention, in step 2, after obtaining the quantitative values ​​of the nursing workload of the ward, the nursing dependence levels of different patients and the comprehensive nursing difficulty of each ward disease, the comprehensive stress intensity value of the ward is calculated by weighting them.

[0014] As a preferred technical solution of the present invention, in step 2, the proportions of different weights are determined by using a hierarchical analysis method.

[0015] As a preferred technical solution of the present invention, in step 2, after obtaining the comprehensive pressure intensity value of the ward, all wards are classified according to the comprehensive pressure intensity value of the ward, the pressure of nurses and the manpower allocation plan required for the ward are obtained, and the reasonable bed-to-nurse ratio demand of the ward is calculated.

[0016] The beneficial effects of the present invention are:

[0017] (1) A method for allocating nursing human resources in a surgical ward of the present invention has a more comprehensive and objective basis for allocating nursing human resources, considering multiple aspects of doctors, nurses and patients, and obtaining the result of human resources allocation through analysis of actual historical big data;

[0018] (2) The method for allocating nursing human resources in surgical wards of the present invention has higher fairness in the allocation of nursing human resources and performance, which can motivate nursing work, improve quality, and increase nursing work satisfaction;

[0019] (3) The method of allocating nursing human resources in surgical wards of the present invention realizes the implementation of corresponding human resource allocation according to the situation of different departments from the comprehensive perspective of doctors, nurses and patients, and classifies and manages wards;

[0020] (4) The method of allocating nursing human resources for surgical wards of the present invention realizes dynamic prediction and timely allocation of human resources for different wards and departments based on recent actual nursing work-related big data within a shorter period of time. BRIEF DESCRIPTION OF THE DRAWINGS

[0021] The drawings described herein are used to provide a further understanding of the present invention and constitute a part of the present invention. The exemplary embodiments of the present invention and their descriptions are used to explain the present invention and do not constitute an improper limitation of the present invention. In the drawings:

[0022] Figure 1 A flowchart of nursing human resource configuration for a surgical ward according to the present invention;

[0023] Figure 2 A schematic diagram of calculating the comprehensive work stress intensity value of a surgical ward in the configuration of nursing human resources for a surgical ward according to the present invention;

[0024] Figure 3 A flowchart of obtaining the comprehensive work stress intensity value of a ward in a method for allocating nursing human resources for a surgical ward according to the present invention;

[0025] Figure 4 A schematic diagram of the weighted comprehensive work stress intensity value of a ward in a method for allocating nursing human resources for a surgical ward according to the present invention;

[0026] Figure 5 A flowchart of obtaining a weighted comprehensive work stress intensity value of a ward in a method for allocating nursing human resources for a surgical ward according to the present invention;

[0027] Figure 6 This is a schematic diagram of the work stress intensity values ​​of each ward in a method for allocating nursing human resources for a surgical ward according to the present invention. DETAILED DESCRIPTION

[0028] The technical solution of the present invention is further described in detail below in conjunction with the accompanying drawings and specific embodiments.

[0029] like Figure 1 As shown, a method for allocating nursing human resources for surgical wards of the present invention is implemented specifically according to the following steps:

[0030] Step 1, calculating the comprehensive work stress intensity value of the ward;

[0031] Step 2: Calculate the key indicators of nursing human resource management using the comprehensive work stress intensity value of the ward obtained in step 1, so as to make corresponding human resource deployment.

[0032] like Figure 2 As shown, in order to calculate the comprehensive work stress intensity value of the ward, it is necessary to first calculate the values ​​of three key factors, namely the nursing workload of the ward, the nursing dependence level of different patients, and the comprehensive nursing difficulty of each ward disease. Figure 2 The sources, calculation principles, and considerations of these three key factors are presented.

[0033] The process of calculating the nursing workload of the ward, calculating the nursing dependency level of different patients, and calculating the comprehensive nursing difficulty of each ward disease, such as Figure 3 shown.

[0034] Among them: calculating the nursing workload of the ward is achieved by calculating the relative value of the nursing operation items and obtaining the historical workload data of the ward.

[0035] The relative value of nursing operation items is calculated through literature research, group discussion and Delphi expert consultation. The specific process is as follows:

[0036] Literature research:

[0037] Search content: It is divided into two parts. The first is to search for relevant literature on ward classification in order to understand its connotation, source, development and scope of application; the second is to search for literature on ward classification schemes and their application in the nursing field.

[0038] Search databases: English databases include PubMed, Web of Science, Clinical and Embase, and Chinese databases include China National Knowledge Infrastructure (CNKI), Chinese Journal Database (VIP), Wanfang Journal Database and SinoMed.

[0039] Search terms and search formulas: The search terms in the first part include "ward classification / grading", "department classification / grading", etc., and the search formula in the second part combines Chinese and English, focusing on ward classification and its application.

[0040] Panel Discussion:

[0041] The five members of the research team discussed with the instructor and screened the operation items suitable for surgical system nursing from the established relative value table of nursing operations. They also reviewed the classification and definition of each nursing operation to ensure that the terminology was clear and understandable, and finally developed the first version of the expert letter inquiry questionnaire.

[0042] Delphi method:

[0043] The investigators drafted the questionnaire and sent a back-to-back letter to the included experts according to the established procedures. The experts then gave their feedback anonymously. After many rounds of guidance, the opinions of the expert members gradually converged. Finally, the research subjects were evaluated based on the comprehensive opinions of the experts. This plan selected the Delphi expert letter inquiry method to solicit the opinions of authoritative experts and obtain the RVU point value of the surgical nursing operation items. The specific steps are as follows:

[0044] Step 1, draft preparation: By consulting relevant literature and existing nursing workload evaluation systems, and based on the 2011 edition of the Clinical Nursing Practice Guidelines and the relative value table of the Peking University professor team, appropriate nursing operation items were screened. Using the quantitative evaluation method, under the RBRVS theoretical framework, experts were invited to evaluate the RVU point value of nursing operation items from four dimensions: operation time, physical labor, mental labor, and medical risk.

[0045] Step 2, preliminary investigation: Invite two experts with clinical and management experience to evaluate the rationality of the questionnaire design and the comprehensiveness of the nursing program. After repeated revisions, a preliminary draft was formed, including 5 primary indicators and 108 secondary indicators.

[0046] Step 3, preparation of expert letter questionnaire: Based on the literature and preliminary survey results, a preliminary draft of the questionnaire was formed, including an expert letter, a relative value table and an expert self-assessment form. The Likert scoring method was used to evaluate the importance of nursing operations and collect expert opinions.

[0047] Step 4, expert consultation process: Select clinical and management experts who meet the criteria, conduct two rounds of inquiries via email, obtain feedback and form the final version of the form.

[0048] Step 5, statistical methods: Excel and SPSS software were used for data analysis, including descriptive statistics and expert opinion consistency test.

[0049] Obtaining the historical workload data of the ward is to sort out and summarize the relevant overall ward operation data from all nursing operations in the hospital information management system to obtain the frequency of effective nursing work in the ward.

[0050] Based on the relative point values ​​of workload obtained above, as well as the nursing operation items and frequency of occurrence in the ward within one month, the overall workload of the ward can be calculated using the following formula:

[0051] The nursing workload of ward A = (A item point value × frequency + B item point value × frequency + C item point value × frequency + D item point value × frequency...).

[0052] The calculation of nursing dependence levels of different patients was done through literature review, comparison and analysis, and expert opinions. The Nursing Dependence Scale was selected to measure the degree of nursing dependence of patients, and the patient nursing dependence scale was tried to be combined with the existing clinical graded nursing levels. The nursing dependence levels of patients of the two grades were obtained through on-site investigation of the current status of nursing dependence of primary and secondary nursing patients, and the overall nursing dependence level of the department was obtained by counting the number of primary and secondary nursing visits of patients in the department within one month, and the dependence level value was obtained by specific quantification.

[0053] The method of obtaining different levels of patient care dependence is through experimental design, scale design, field research, and finally statistical calculation. The specific process is as follows:

[0054] Step 1, select research subjects: This study targets inpatients in 12 surgical wards of the hospital, including general surgery, breast and thyroid surgery, urology, etc.

[0055] Step 2, research method design:

[0056] Inclusion criteria: adult patients aged ≥18 years old, general surgery, informed consent, and good language expression and comprehension skills.

[0057] Exclusion criteria: patients with a history of mental illness or impaired consciousness.

[0058] Exclusion criteria: incomplete questionnaire, transfer to ICU due to change in condition, and patient withdrawal.

[0059] Sample size calculation: According to the sample size calculation method, it was estimated that at least 90 patients were needed, and 192 patients were finally included, which met the requirements.

[0060] Sampling strategy: A random number table method was used to randomly select inpatients from each ward to ensure the representativeness of the sample.

[0061] Step 3, research tool selection: A self-designed general information questionnaire and nursing dependence scale were used for investigation, and the Likert 5-level scoring method was used to assess the patient's nursing dependence level. The lower the score, the higher the nursing need.

[0062] Step 4, field survey data collection: Under the guidance of the responsible nurse, the patient fills out the questionnaire in his / her free time to ensure informed consent and explain the purpose of the study. The survey is conducted in collaboration with the responsible nurse or the main caregiver to ensure the integrity and quality of the data.

[0063] Step 5, statistical methods: Excel 13.0 and SPSS26.0 software were used for data entry and analysis. Count data were described by frequency and percentage, measurement data were described by mean and standard deviation, and differences between groups were analyzed by t-test, with the significance level set at P < 0.05.

[0064] In summary, a systematic method was developed to calculate and assess the nursing dependency of surgical inpatients.

[0065] According to the actual number of patients surveyed and the calculated scores of the patients' nursing dependence level, the overall nursing dependence level of the patients in the ward can be calculated, which is specifically obtained by the following formula:

[0066] The nursing dependency level score of Department A = (number of first-level nursing person-days × average patient dependency level score of first-level nursing) + (number of second-level nursing person-days × average patient dependency level score of second-level nursing).

[0067] The difficulty of comprehensive nursing care for each ward's disease is calculated by extracting the case combination index from the hospital information system and then normalizing the data.

[0068] After obtaining the quantitative values ​​of the three key factors, it is necessary to calculate the final "comprehensive pressure intensity value of the ward" by weighting them. The weight calculation of the three factors is obtained by using the "hierarchy analysis method", such as Figure 4 shown.

[0069] The analytic hierarchy process is used to determine the different weights of the selected key evaluation indicators to the comprehensive work stress intensity value of the ward, and the key indicator data of each department is obtained from the hospital nursing information system, medical record management system and field measurement. The process of obtaining weights using the analytic hierarchy process is as follows:

[0070] Step 1, setting of indicator weights: by consulting experts, each indicator was compared pairwise, and the weights of the indicators were calculated using Matlab software. A three-layer model was established and corresponding consistency tests were performed to ensure that the weight setting was scientific and effective.

[0071] Step 2, establish a hierarchical analysis model: the model consists of three layers: the decision layer is the "comprehensive work stress intensity of the ward", the criterion layer is 3 key indicators, and the program layer includes 12 different surgical wards, and the hierarchical model results are displayed.

[0072] Step 3: Construct a judgment matrix: The key to a successful AHP is to establish a qualified judgment matrix. Experts rank the importance of indicators and use Satty's 1-9 scale to make judgments and scores.

[0073] Step 4, calculate the indicator weight and consistency test: collect valid data from 7 experts, and use the group decision method to calculate the indicator weight. This method integrates the decision information of multiple experts and is divided into the aggregation of calculation results (such as weighted geometric mean and arithmetic mean of expert results) and the aggregation of judgment matrices (such as grade average and numerical average). First, calculate the judgment matrix of each expert, and then get the overall ranking weight.

[0074] In summary, the indicator weights were scientifically calculated through expert consultation, construction of judgment matrix and group decision-making method, and the consistency of analysis results was ensured.

[0075] The quantitative values ​​of three key factors were calculated, namely, the nursing workload of the ward, the nursing dependence level of different patients, and the quantitative level of comprehensive nursing difficulty of each ward disease (e.g. Figure 3As shown), and the weights of the three key factors (as shown Figure 4 After that, the weighted summation method is used to obtain the comprehensive pressure intensity value of the ward, as shown in Figure 5 Specifically, the calculation formula is as follows:

[0076] The comprehensive work stress intensity value of a ward = (nursing workload score of a department * weight 1) + (nursing dependence level score of a department * weight 2) + (comprehensive disease difficulty of a department * weight 3).

[0077] After obtaining the comprehensive pressure intensity value of the ward, the comprehensive pressure intensity value of the ward can be used to classify all wards, obtain the pressure of nurses and the manpower allocation plan required for the ward, and calculate the reasonable bed-to-nurse ratio demand of the ward.

[0078] The method for classifying all wards is achieved by clustering the ward comprehensive pressure intensity values ​​of all wards. The ward comprehensive pressure intensity values ​​of all wards are as follows: Figure 6 As shown in the figure, the K-means algorithm is used to cluster the intensity values ​​of all wards, and all wards can be divided into three categories: A, B, and C. Among them, the A-type ward is the ward with heavy workload, high risk, and the most difficult disease (in June, there was one department: orthopedics); the B-type ward is the ward with relatively light workload, low risk, and low disease difficulty (in June, there were four departments: urology, vascular surgery, general surgery department 3, and general surgery department 4); the C-type ward is the ward with the lightest workload, the lowest risk, and the lowest disease difficulty (in June, there were seven departments: chest department, general surgery department 1, otolaryngology, ophthalmology, thyroid and breast department, pain department, and general surgery department 5). According to the above ward classification, the dynamic ward manpower and performance plan can be allocated according to key indicators such as the number of admitted personnel, nursing workload, and disease difficulty of the department each month, so as to achieve more work, more pay, better pay for the elderly, improve nurses' sense of fairness in work, stabilize nursing positions, and reduce turnover rate.

[0079] The method for calculating the actual stress value and manpower allocation of nurses in each ward is to use the work stress intensity value of each ward, the total number of clinical nurses, the number of nurses in each ward and other data to calculate using the following formula:

[0080] (1) Work stress intensity value of the ward / total number of clinical nurses = actual stress value of each nurse in the ward;

[0081] (2) Total score of work stress intensity in all wards / total number of clinical nurses in all wards = average stress value that each nurse should bear;

[0082] (3) (actual stress value of each nurse / average stress value that each nurse can bear-1)*100%=stress index of nurses in each department.

[0083] (4) Comprehensive work stress intensity score of each ward / average stress value that each nurse can bear = theoretical number of nurses to be assigned.

[0084] The actual stress value of each nurse in the ward calculated by the above formula can be used as a reference for performance distribution, and the theoretical number of nurses calculated can be used as a reference for workload allocation and manpower allocation.

[0085] The actual bed-to-nurse ratio demand of each ward is calculated by the following formula based on the number of beds in each ward, the number of bed days within a period of time (such as within one month), and the number of nurses in the ward:

[0086] (1) Total number of bed days actually occupied in a department / actual total number of nurses in a department = actual bed-to-nurse ratio in a department;

[0087] (2) Comprehensive work stress intensity value of a ward / actual total number of bed days occupied in a department = stress value generated by each patient;

[0088] (3) The pressure value generated by each patient / the average pressure value that each nurse can bear = the theoretical bed-to-nurse ratio.

[0089] The theoretical bed-to-nurse ratio calculated by the above formula can be used as the basis for the allocation and adjustment of human resources in each ward over a long period of time. The number of bed days in the department can be adjusted over a period of time (such as 1 month) through information system extraction and other means to update the theoretical bed-to-nurse ratio. The calculated bed-to-nurse ratio of the ward can also be clustered, and different types of wards should be equipped with different bed-to-nurse ratios. Specifically, by calculating the theoretical bed-to-nurse ratio of the department for cluster analysis, the theoretical bed-to-nurse ratio of the department is divided into 3 levels, and the range of bed-to-nurse ratios that should be allocated to different categories of departments is obtained according to the center point value of each category: Level 1 1:0.42-1:0.48 (6 departments: orthopedics, urology, vascular surgery, general surgery department 1, general surgery department 4, pain department), Level 2 (4 departments: chest department, general surgery department 3, otolaryngology department, general surgery department 5) 1:0.31-1:0.42, Level 3 (2 departments: ophthalmology and breast and thyroid department) 1:0.30-1:0.36.

[0090] In summary, by calculating the work pressure intensity of each ward, the work pressure of nurses in each department, the number of nurses to be assigned, the bed-to-nurse ratio and other information, it can be used to more objectively consider the multiple aspects of doctors, nurses and patients, and manage the allocation of human resources through actual historical big data, so that the fairness of nursing human resources and performance distribution is higher, and the enthusiasm of nursing work is mobilized, the quality is improved, and the satisfaction of nursing work is improved. At the same time, it reflects the implementation of corresponding human resource allocation according to the situation of different departments from the perspective of nursing workload, and the classification management of wards. In the long run, different wards should be equipped with different bed-to-nurse ratios, and according to the recent number of bed days of patients, it is realized in a shorter period of time, according to the recent actual nursing work-related big data, dynamic prediction and timely allocation of human resources in different wards and departments.

[0091] The method of allocating nursing human resources in surgical wards of the present invention proposes a method for obtaining an index that can reflect the comprehensive work pressure intensity of the ward through a more comprehensive and reasonable multi-factor analysis that takes into account the nursing workload, the patient's nursing dependence level and the difficulty of the department's diseases, and based on this, proposes a classification method for different wards and a method for dynamically allocating and calculating nursing human resources, thereby optimizing the allocation and management of hospital nursing human resources. In this way, a more scientific and reasonable nursing human resources management is achieved, and the existing human resources allocation basis in nursing human resources allocation is solved, such as the single, incomplete and objective basis for human resources allocation, the large difference in the work pressure intensity of different nursing wards, the inability of performance allocation to reflect the principle of more work, more pay, and the inability to dynamically allocate human resources according to changes in workload.

[0092] The above description shows and describes several preferred embodiments of the invention, but as mentioned above, it should be understood that the invention is not limited to the form disclosed herein, and should not be regarded as excluding other embodiments, but can be used in various other combinations, modifications and environments, and can be modified within the scope of the invention concept described herein through the above teachings or the technology or knowledge of the relevant field. Changes and modifications made by those skilled in the art should be within the scope of protection of the claims attached to the invention without departing from the spirit and scope of the invention.

Claims

1. A method for allocating nursing human resources in surgical wards, characterized in that: Follow the steps below to implement it: Step 1, calculating the comprehensive work stress intensity value of the ward; Step 2: Calculate the key indicators of nursing human resource management using the comprehensive work stress intensity value of the ward obtained in step 1, so as to make corresponding human resource deployment.

2. The method for allocating nursing human resources in surgical wards according to claim 1, characterized in that: In step 1, calculating the comprehensive work stress intensity value of the ward includes calculating the nursing workload of the ward, calculating the nursing dependence level of different patients, and calculating the comprehensive nursing difficulty of each ward disease.

3. The method for allocating nursing human resources in surgical wards according to claim 2, characterized in that: In step 1, the nursing workload of the ward is calculated by calculating the relative value of the nursing operation items and obtaining the historical workload data of the ward.

4. The method for allocating nursing human resources in surgical wards according to claim 3, characterized in that: In step 1, different levels of nursing dependence of patients are obtained by statistical calculation after field investigation through experimental design, scale design and field investigation.

5. The method for allocating nursing human resources in surgical wards according to claim 4, characterized in that: In step 1, the difficulty of comprehensive nursing care for each ward is calculated by extracting the case combination index from the hospital information system, normalizing it, and then adjusting the index of each ward by experts according to the actual situation.

6. The method for allocating nursing human resources in surgical wards according to claim 5, characterized in that: In step 2, after obtaining the quantitative values ​​of the nursing workload of the ward, the nursing dependence levels of different patients, and the comprehensive nursing difficulty of each ward disease, the comprehensive stress intensity value of the ward is calculated by weighting them.

7. The method for allocating nursing human resources in surgical wards according to claim 6, characterized in that: In step 2, different weight proportions are determined by using the hierarchical analysis method.

8. The method for allocating nursing human resources and the method for transferring nursing personnel in a surgical ward according to claim 7, characterized in that: In step 2, after obtaining the comprehensive pressure intensity value of the ward, all wards are classified according to the comprehensive pressure intensity value of the ward, the pressure of nurses and the manpower allocation plan required by the ward are obtained, and the reasonable bed-to-nurse ratio demand of the ward is calculated.

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