Human resources for medical and preventive care integration are an important guarantee for the effective implementation of the medical and preventive care integration strategy. Currently, academic research focuses mainly on summarizing medical and preventive care integration practices in various regions, but there is a lack of systematic discussion on the construction of medical and preventive care integration talent teams, which cannot meet the needs of policy optimization and practical implementation.

To analyze the characteristics of China's human resources policies of integrated medical and prevention, and put forward policy suggestions for improvement of manpower.

Using the keywords "integration of medical care and prevention" "combination of prevention and treatment" and "coordination between medical care and prevention" this study searched official websites such as the State Council and the National Health Commission for policy documents related to the research topic, with the search period limited from January 1, 2018 to January 1, 2025. Drawing on human resource management process theory, an analytical framework was constructed, focusing on five sub-themes: talent recruitment, development, incentives, protection, and mobility. The thematic framework analysis method was then applied to analyze the medical-prevention integration human resource policies obtained through the search.

A total of 24 policy documents were included. From the perspective of issuing characteristics, the National Health Commission issued the most documents (17); 10 documents were jointly issued by three or more departments; and the main types of policies were notices (11) and opinions (10). From a content perspective, the policy coverage with the highest proportion of documents was talent development (12), followed by talent recruitment (9), talent incentives (8), talent mobility (8), and talent protection policies (6). Further analysis revealed that the policy measures in each phase were mostly strategic in nature, with common issues including insufficient guidance and lack of detail.

China's manpower policy synergy of integrated medical and prevention services is good, but the systematic and operational nature is poor; policy measures tend to focus on the development of human resources links, and human resources protection policies are insufficient; policy initiatives are mainly unitary, and there is a lack of comprehensive policy strategies. It's recommended that the relevant supporting policies be further refined and perfected, that targeted policies related to medical and defense manpower be formulated in conjunction with the characteristics of the main body of medical and defense integration services, and that the policy on the protection of human resources is continuously improved.

医防融合人力资源是有效推进医防融合战略实现的重要保障。当前学界研究多聚焦于各地医防融合实践总结，针对医防融合人才队伍建设的系统性探讨较为匮乏，难以满足政策优化与实践推进的需要。

探讨我国医防融合人力资源政策特点，为完善医防融合人才队伍建设提供依据。

于2025年1—2月，以"医防融合""防治结合""医防协同"为关键词，通过国务院、国家卫生健康委员会等官方网站检索与研究主题相关的政策文件，检索时间限定为2018-01-01至2025-01-01。借鉴人力资源管理过程理论构建分析框架，聚焦人才引进、开发、激励、保障与流动5个子主题，并运用主题框架分析法对检索所获得的医防融合人力政策文件展开分析。

共纳入24份政策文件。从发文特征看，发文最多的部门为国家卫生健康委员会（17份）；3个及以上部门联合发文的有10份；政策类型以通知（11份）和意见（10份）为主。从内容维度看，政策覆盖占比最多的环节依次为人才开发（12份）、人才引进（9份）、人才激励（8份）、人才流动（8份）、人才保障政策（6份）。进一步分析发现各环节措施多为策略性举措，存在指导性不足、不够细化的问题。

我国医防融合人力政策协同性较好，但系统性、操作性欠佳；且政策举措以单一性为主，缺乏综合性政策策略。建议进一步细化完善有关配套政策，结合医防融合服务主体特点制定医防融合人力相关的针对性政策，并不断完善人才激励与保障政策。