Objective The objective of this study is to review the nursing human resources structure and performance, and propose relevant management suggestions. Methods This study examined the distribution of age,education,and professional level among 1090 nurses in the hospital. Results There is critical shortage in nursing human resources. The nursing team is featured with a high proportion of nurses with younger age, high education level and low professional level. 75.94% of the nurses are younger than 35 years old; 59.54% possess a bachelor degree or above; while the proportion of nurses at primary professional level accounts for 83.12%. The factors that hinder the nursing development include deficient capacity building, human resources instability, inappropriate management strategies and limitation in communication across dif erent clinical disciplines. In order to strengthen the nursing management, we suggest that, first, the recruitment plan should be determined according the current nursing team structure; second, more at ention should be directed to nurses at younger age and contracted nurses; third, a more ef ective head nurse selection program should be in place. Conclusion Ef ective nursing management could lead to a more stable nursing team, improved nursing performance and patient safety.%目的了解医院合并扩建后护理人力资源构成与特点，制定相应的管理对策。方法统计某院现有1090例护理人员的年龄、学历、职称结构等基本情况。结果护理岗位人力配备不足；护理人员年轻化，高学历、低职称人员比例较高，其中35岁以下人员占75.94%，本科以上学历占59.54%，初级职称护理人员占83.12%；梯队建设缓慢，队伍不稳定，管理方式不完善，临床学科间交流受限等因素影响护理事业发展。为加强管理，应当采取根据护理人员结构制定合理的招聘计划，加强对年轻护士的培训及对合同制护士的关注，完善护士长选拔任用办法等相应的措施。结论通过对护理队伍的有效管理，可以加强护理队伍的稳定性，提高整体护理质量，促进医疗安全。
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