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目的:了解北京市不同等级医院血液透析中心的人力资源现状，为各级医疗机构调整相关人力资源方案时提供参考数据。方法:通过自行设计的问卷，对北京市各级医疗机构的123家血液透析中心的基本情况和医生、护士、工程师等人力资源配置情况进行调查，并分析现状。结果:血液透析中心的每名护士每治疗班次同时负责（4.98±0.74）名透析患者，专科护士430人，占注册护士总人数的23.32%，工程师与透析机之比为1∶25.76；中级职称以上的医生、护士、工程师所占比例分别为82.47%（400名）、33.08%（610名）和29.81%（48名），研究生以上学历的医生所占比例为51.13%（248名），本科及以上学历的护士和工程师所占比例分别为56.12%（1 035名）和51.56%（83名）。三级医院与非三级医院的从业人员（医生、护士及工程师）的职称和最高学历分布间比较差异有统计学意义（n P<0.05）。n 结论:北京市血液透析中心的人员数目配置基本保持类似的比例，但是人员年龄的构成、工作年限、职称和学历在三级医院和非三级医院的血液透析中心之间有一定差异，需优化不同等级医院血液透析中心的人力资源配置，进一步加强专业人才队伍的培养及多学科团队的合作，以促进医疗服务质量的持续性发展。“,”Objective:To understand the current situation of human resources in the hemodialysis centers of different levels of hospitals in Beijing, and to provide reference data for themedical institutions at all levels to adjust the related human resources programs.Methods:Based on the self-designed questionnaire, the basic situation of 123 hemodialysis centers and the allocation of human resources of doctors, nurses and engineers in medical institutions of Beijing were investigated and analyzed.Results:Each nurse in hemodialysis center was responsible for (4.98± 0.74) hemodialysis patients at the same time in each treatment shift. The specialized nurses accounted for 23.32% of the total registered nurses. The ratio of engineers to dialysis machines was 1∶25.76. The proportion of doctors, nurses and engineers with intermediate professional titles or above was 82.47%, 33.08% and 29.81% respectively. The proportion of doctors with graduate education or above was 51.13%. The proportion of nurses and engineers with bachelor degree or above was 56.12% and 51.56% respectively. The differences in the professional titles and the highest academic qualifications of the employees (doctors, nurses and engineers) between tertiary hospitals and non-tertiary hospitals were statistically significant (n P < 0.05).n Conclusion:The number of personnel in Beijing hemodialysis centers is basically in a similar proportion, but there are some differences between the hemodialysis centers of tertiary hospitals and those of non-tertiary hospitals in terms of age composition, working years, professional titles and educational background. It is necessary to optimize the allocation of human resources in hemodialysis centers of different levels of hospitals, further strengthen the training of professional talents and the cooperation of multidisciplinary teams, to promote the sustainable development of medical service quality.