目的:比较上海市浦东新区区属公立综合医院人力资源配置实际情况和测算数据，为进一步优化人力资源配置方案提供数据基础。方法:利用上海市浦东新区卫生统计信息系统收集9所区属公立综合医院2019年的人员配置情况和业务数据，并基于此测算理论编制数量和岗位数量。对数据进行描述性分析，通过配对n t检验和Wilcoxn符号秩和检验比较理论数量与实际数量的差距。n 结果:9所区属综合医院的实际编制数量低于理论编制数量(n Z＝-2.55，n P＝0.011)，实际岗位数量低于理论岗位数量(n t＝3.36，n P＝0.010)。区属三级医院的编制数量缺口比例(72.77%)高于区属二级医院(36.94%)，岗位数量缺口比例(16.14%)低于区属二级医院(38.78%)。n 结论:上海市浦东新区区属综合医院人力资源配置不足，二、三级医院人力资源需求侧重点不同，应综合考虑医院实际情况形成人力资源优化配置方案。“,”Objective:To compare the actual situation and measurement data of human resources deployment in public general hospitals in Pudong New Area, so as to provide a data basis for further optimizing the human resources deployment plan.Methods:The Pudong New Area Health Statistical Information System was used to collect the staffing information and business data of 9 public general hospitals in Pudong New Area, Shanghai in 2019. On such basis, the numbers of officially budgeted positions and actual positions were calculated. Descriptive analyses of the data were performed to compare the theoretical and actual quantities by paired n t-test and Wilcoxn signed-rank sum test.n Results:The actual number of officially budgeted positions of the 9 hospitals was less than the theoretical number(n Z=-2.55, n P=0.011), while the actual number of positions was less than that of theoretical number(n t=3.36, n P=0.010). The proportion of the officially budgeted position shortage at tertiary hospitals(72.77%)was higher than that of secondary hospitals(36.94%). The proportion of position shortage at tertiary hospitals(16.14%)was less than that at secondary hospitals(38.78%).n Conclusions:Area-owned general hospitals are in shortage of human resources, while secondary and tertiary hospitals have different needs for human resources. The actual situation of a hospital should be comprehensively considered to develop an optimal deployment plan for human resources.