本研究旨在探討大陸地區醫療衛生市場之內部環境與外部環境，對於醫院經營策略以及人力資源發展的影響，並以上海地區多家公營綜合型醫院爲研究對象。研究結果發現大陸公營醫院並無真正意義上的人事權，一方面人才引進必須在編制核定範圍內，向上級主管部門打報告、請示，主管部門審批後經人事局、編製部門審批才能再引進；男一方面，雖然公立醫院已實行全員聘用制，但由於社會保險及相關配套政策上的缺欠，公立醫院想淘汰人員很難向社會分流，使公立醫院往往出現“大鍋飯”的現象，人浮於事的情況仍然很嚴重，普遍存在想要的人才進不來，不想要的人出不去的局面，制約了醫院人才資源的有效配置。

As the uprising speed of economic development in China accompanied with the increasing demand of medical care, it is eager for us to understand what proper strategies the hospitals should take in order to fit the external environment and internal environment. By linking human resource development strategies, such as training and career development, to hospital business strategies, we examine if there is any relationship among them. This research was conducted in qualitative method, in which, case details were collected from seven different government owned hospitals in Shanghai area in order to investigate the linkage of hospital business strategies to human resource development strategies. Since they are both owned by the government, this research found some specific phenomenon for health management practices and future research implications.