Abstract：
In an organization with highly specialized and changing services over the course of a working life, such as health services managed directly by public administrations (DM-NHS) are, the issues related to the recruitment, selection and retention of professionals should receive special attention. much larger than what is provided. For too long, the DM-NHS has mainly been working to resolve the problems that affect the organization, with enormous disregard for those suffer by the recipients of its services, the real population to which it provides assistance. In the DM-NHS, its administration (rather than management) of human resources is circumscribed by the contours of the Framework Statute and its implementing regulations and rulings. This is an inadequate instrument, both empirically in view of the results obtained (50% temporary employment among professionals working in the NHS), and conceptually, since it fails to comply with the reasons that normatively justify its existence: \"that its legal regime is adapts to the specific characteristics of the practice of health professions, as well as the organizational peculiarities of the National Health System\". The text describes the characteristics of statutory regulation and reviews how regulatory restrictions affect recruitment, selection and retention policies. Finally, possible alternatives are proposed to have coherent and rational permanent staffing policies that cover the real needs of the health services.
摘要：
在一个在工作生涯中拥有高度专业化和不断变化的服务的组织中，例如由公共行政部门直接管理的卫生服务(DM-NHS)，与招聘有关的问题，专业人员的选择和保留应受到特别关注。比提供的要大得多。太久了,DM-NHS主要致力于解决影响组织的问题，极大地无视那些受到其服务接受者痛苦的人，它提供援助的实际人口。在DM-NHS中，《框架规约》及其实施条例和裁决的轮廓限制了其人力资源的管理(而不是管理)。这是一个不合适的工具，两者都是根据经验得出的结果（在NHS工作的专业人员中临时雇用了50％），在概念上，由于它不符合规范地证明其存在的理由:“它的法律制度适应卫生专业实践的具体特点，以及国家卫生系统的组织特点。“本文描述了法定监管的特点，并回顾了监管限制如何影响招聘，选择和保留策略。最后,提出了可能的替代方案，以制定涵盖卫生服务实际需求的连贯和合理的长期人员配置政策。
