МЕДИЦИНСКОЙ СПЕЦИАЛЬНОСТИ
УДК 614.253.1/.6-378:61-349.22] :616-036.21
ТРУДОВЫЕ ОТНОШЕНИЯ И ОБЯЗАННОСТИ РАБОТНИКОВ
МЕДИЦИНСКИХ УЧРЕЖДЕНИЙ В УСЛОВИЯХ ПАНДЕМИИ В
УЗБЕКИСТАНЕ
1
Д.Н.Камилова,
Ш.Х.Сайдалихужаева,
5
Х.С.Таджиева
1
Kamilova D.N.,
2
Saydalikhujaeva Sh.Kh.,
3
Abdashimov Z.B.,
4
Rakhmatullaeva D.M.,
5
Tadjieva X.S.
lAssociate Professor of the Department of Public Health, Healthcare Management and Physical Education, TDS1
‘Assistant at the Department of Public Health, Healthcare Management and Physical Education, TDS1
Associate Professor of the Department ofPublic Health, Healthcare Management and Physical Education, TDSI
4
Clinical Resident of Orthopedic Dentistry TDSI
5
Associate Professor of the Department of Medical and Biological Chemistry, Tashkent Medical AcademyABSTRACT
‘Доцент кафедры Общественного здоровья, управления здравоохранением и физической культуры ТГСП
'■Ассистент кафедры Общественного здоровья, управления здравоохранением и физической культуры ТГСП
Доцент кафедры Общественного здоровья, управления здравоохранением и физической культуры ТГСП
4
Клинический ординатор ортопедической стоматологии ТГСП
Доцент кафедры Медицинской и биологической химии, Ташкентской медицинской академии
РЕЗЮМЕ
За прошедший период пандемии COVID-19, как
и во всём мире, медицинские работники Узбеки
стана проявили мужество и самопожертвование в
борьбе с опасным вирусом. Именно благодаря их
профессионализму, а также вниманию со стороны
правительства и государства в деле развития меди
цины, Узбекистан преодолевает трудности и поте
ри. Вместе с тем, в период пандемии выявились
слабые стороны в сфере социальной защиты насе
ления. Как отметил первый заместитель министра
занятости и трудовых отношений Эркин Мухит
динов, пандемия выявила: «не только слабые ме
ста рынка труда, но и выявила пробелы в системе
социальной защиты населения, особенно среди
мигрантов и неформально занятых». Условия тру
да в период пандемии требуют нового взгляда на
трудовые отношения - отношения, основанные на
соглашении между работником и работодателем о
личном выполнении работником трудовой функ
ции (работы по должности, профессии или специ
альности либо конкретного вида поручаемой ему
работы) за заработную плату, на отношения, осно
ванные на соглашении между работником и рабо
тодателем о личном выполнении работником тру
довой функции (работы по должности, профессии
или специальности либо конкретного вида поруча
емой ему работы) за заработную плату.
В последние годы в Узбекистане реализуется
ряд практических мер по развитию системы здра
воохранения. Принимаются меры по созданию
необходимых условий для более чем 70 000 вра
чей и многочисленных медсестер, действующих
в рассматриваемой сфере и обеспечению достой
ной оплаты их труда. Данная статья предлагает
по-новому взглянуть на такие понятия, как «труд»,
«персонал или сотрудник», «трудовые отноше
ния», «должностные или функциональные обязан
ности» а также раскрывает их значение в системе
управления учреждений здравоохранения.
Ключевые
слова:
должностная
инструкция,
трудовой договор, функциональная обязанность,
структурное подразделение, работник
EMPLOYMENT RELATIONS AND RESPONSIBILITIES OF MEDICAL
INSTITUTIONS WORKERS IN A PANDEMIC IN UZBEKISTAN
Over the past period of the COVID-19 pandemic,
as in the rest of the world, medical workers of
Uzbekistan have shown courage and self-sacrifice in
the fight against the dangerous virus. It is thanks to
their professionalism, as well as the attention from
the government and the state in the development of
medicine,
that
Uzbekistan
overcomes
difficulties
and losses. At the same time, during the pandemic,
13
weaknesses in the field of social protection of the
population were revealed. As First Deputy Minister of
Employment and Labor Relations Erkin Mukhitdinov
noted,
the
pandemic
revealed:
"not
only
the
weaknesses of the labor market, but also revealed gaps
in the system of social protection of the population,
especially among migrants and informal workers."
Working conditions during a pandemic require a
new look at labor relations - a relationship based on
an agreement between an employee and an employer
on the employee's personal performance of a labor
function (work by position, profession or specialty
or a specific type of work entrusted to him) for
wages, on relations based on an agreement between
the employee and the employer on the employee's
personal performance of the labor function (work by
position, profession or specialty, or a specific type of
work entrusted to him) for wages.
In recent years, Uzbekistan has been implementing
a number of practical measures to develop the health
care system. Measures are being taken to create the
necessary conditions for more than 70,000 doctors
and numerous nurses working in this area and to
ensure decent pay for their work. This article offers
a fresh look at concepts such as "labor", "personnel
or employee", "labor relations", "job or functional
responsibilities" and also reveals their meaning in the
management system of health care institutions.
Keywords:
job description, employment contract,
functional responsibilities, structural unit, employee
Introduction. This year, 14.8 trillion sums have
been allocated from the State Budget of the Republic
of Uzbekistan for the healthcare system. The funds
allocated from the State Budget in 2020 increased
by 1.2 times compared to the previous year and by
1.6 times compared to 2018. This means that 12.2%
of the total State Budget expenditures and 2.3%
of GDP were spent on healthcare. In addition, 2.04
trillion sums were allocated for the construction,
repair and equipping of health facilities as part of the
investment program. During the pandemics, citizens
of Uzbekistan working abroad were particularly
vulnerable. Organized 311 charter flights have already
delivered about one hundred thousand compatriots to
the republic. Those who are still abroad are provided
with consulting services, legal and social assistance,
as well as financial support: it is planned to allocate a
one-time financial assistance in the amount of $ 40 to
fellow citizens [2, 6, 7].
According to the decree, from August 20, 2020:
• special incentive payments paid to doctors, senior
and secondary medical personnel, pharmacists,
disinfectants and junior medical personnel and
other employees (from 5 to 25 million sums) are
paid once a month, taking into account the workload
of at least 8 hours for each 30-day period, with the
transfer to work on a daily basis;
• to the monthly official salary of medical personnel
and other employees who are paid special incentive
payments, daily additional payments of 6%;
• payment of funds to employees is made by transfer
to bank cards.
The
resolution
approved
a
list
of
positions
of medical workers, the service of sanitary and
epidemiological welfare and public health and other
employees involved in measures to prevent the
spread of coronavirus infection, who are paid a daily
supplement of 6%, and a list of positions for which
monthly special incentive payments are made instead
of a daily supplement of 6%. The calculation of the
amount for compensation by the employer for damage
to health caused to employees by injury, occupational
disease or other damage to health related to the
performance of their work duties is carried out in
accordance with the Rules approved by the resolution
of the Cabinet of Ministers [2, 3, 5].
Labor is a human activity aimed at creating material,
spiritual and other values necessary for life and
meeting the needs of a person and society. Personnel
(employee) are specific individuals, part of which
is their qualifications, performance of functional
responsibilities and job description, and so on, which
is described within the staffing table of a health care
institution. Labor relations are relations between an
employee and an employer that arise for the exercise
of rights and obligations provided for by the labor
legislation of the Republic of Uzbekistan, labor and
collective agreements. Accidents that have occurred
with persons held in a medical and labor institution,
involved in work at the enterprise and performing
work under the supervision of its administrative and
technical personnel, are investigated by the employer
with the participation of a representative of these
institutions [1, 4, 5].
Employment relations between an employee and an
employer also arise on the basis of the actual admission
of an employee to work with the knowledge or on
behalf of the employer or his authorized representative
in the case when the employment contract was not
properly drawn up or not familiar with the official or
functional responsibilities duties. An individual can
be employed only under a civil law or employment
contract [7, 8, 10].
Materials and methods. Re view and analyze all
regulatory documents related to labor relations in
health care facilities and changes during the pandemic
Job descriptions and functional responsibilities
Job description is a set of actions of an employee
aimed at achieving the goals of the management
system and mandatory for implementation. They are
established by job descriptions, regulations or charters
of organizations, internal labor regulations. Conditions
containing the name of the employment function are
mandatory for inclusion in the employment contract.
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МЕДИЦИНСКОЙ СПЕЦИАЛЬНОСТИ
The labor obligation of employees is a measure of
necessary behavior that is required by the employer
from the employee [11].
Difference between functional responsibilities and
job descriptions:
Functional
responsibilities
and
job
description
differ in the essence of the concepts. Functional
responsibilities are considered a broad concept that
is described in a general way. For example, when
hiring an employee, the functional responsibilities
indicate what position the specialist will occupy, what
range of responsibilities he will have to perform for a
specific position. The entire range of job description
that will be assigned to a specific employee for a
specific position is described in detail either directly
in the employment contract or in the job description.
Functional
responsibilities
define
the
specific
activities of each employee. The employment function
is negotiated between the parties during employment.
A certain range of duties assigned to the employee
allows you to ensure the certainty and stability of labor
relations. Knowing what functional responsibilities
duties are, the employee is fully responsible for
their performance. The employer has the right for
organizational, economic, technological reasons to
change the functional responsibilities duties of the
employee in accordance with the requirements of the
current labor legislation [15, 17].
Job descriptions are specific actions that each
employee must perform in order to perform their
functions and to achieve the tasks assigned to them.
When drawing up job descriptions, the employee's
duties are specified in detail, enter specific actions,
outline the best ways to perform the tasks set. Job
description is a local act of the company, which briefly
outlines the main tasks, required skills and powers to
work in a particular position. It is necessary if the
labor obligations of employees are not detailed in
other local acts (Internal labor regulations, statutes
and regulations on discipline, etc.) or employment
contracts [12, 19].
The task of the instruction is to fix the functions
of the employee, his basic rights, duties and
responsibilities, qualification requirements, and other
important working conditions. The instructions also
help distribute work among employees with similar
responsibilities. For example, there are two deputies
working in the office. To understand who is doing what,
in one instruction we write "one is responsible for the
educational process", in the other - "responsible for
the economic part" [9, 13].
The employee must be familiarized with the
job description under the signature. In the text
of the receipt, include the words "I have read the
instructions”, personal signature, initials and surname
of the employee, and the date of familiarization. If the
employee who signed the instruction has left and his
position is occupied by another, familiarize the newly
accepted employee with the existing job description
(if the function does not change). The job description
is compiled for each position in the organization and
is impersonal in nature. There is no legally approved
form. Also, the procedure for developing instructions,
approving them, and making changes is not defined.
Sometimes the regulations specify who develops
job descriptions in subordinate organizations. For
example, job descriptions of health workers approve
their main doctor, job description of chief healthcare
department-heads
of
territorial
departments
of
healthcare [14, 16].
When writing instructions, take an attention:
-
corporate documents that reflect the strategy of
the legal entity, provide schemes of organizational
relationships, define the powers of employees, etc.;
- standard forms of job descriptions, if available.
In each job description, enter the name of the
organization; the date and place of compilation; the
stamp of approval; the full name of the document.
Include in the text of the instructions the general
provisions, functional responsibilities, job descriptions,
rights and responsibilities of the employee. [20, 22].
Preparation of Job description:
Preparing instructions:
1)
heads of structural divisions (formulate job
responsibilities,
define
relationships
and
area
of
responsibility);
2)
the
personnel
service
systematizes
the
information received from the heads of departments,
draws up a draft job description.
When developing instructions, it is better to
adhere to simple short formulations that do not allow
for ambiguous interpretation. For example, in the
instructions for the position of head of the personnel
service, you should not write cumbersome phrases
such as: "Organizes the work of the department in
accordance with the general goals of the company's
development and specific areas of personnel policy to
achieve effective use and professional improvement
of employees."
It is better to divide the information into parts and
specify the purpose of the position in the appropriate
section, and in the functional responsibilities write,
for example, as follows: "organizes and controls the
work of the department". If the organization has a
provision for evaluating the work of personnel, fines
and bonuses, etc., then it is not necessary to duplicate
all this in the instructions. It is enough to mention
that the employee in his work is guided by the listed
documents. Job descriptions for all positions should be
designed in the same corporate style and contain the
same number of sections with similar names. Further,
it is advisable to coordinate the finished projects with
the legal service (if any) and officials in charge of
the relevant areas of the company's activities. Then
15
they must be signed by the heads of departments and
approved by the director or his deputy. And finally, the
final touch: if you have a stamp, you need to approve
the finished document [18, 20, 21].
It is not necessary to issue an order for the approval
of job descriptions. The approval stamp on the
instruction itself is sufficient-indicating the date of
signing by the rector or other authorized official.
Adjust the instructions when changing:
- labor functions;
-job titles;
- the name of the organization;
- names of the structural division, etc.
All changes are made in the same order as when
accepting the document itself. So, the job description
is a legal act issued for the purpose of regulating
the organizational and legal status of an employee,
his duties, rights and responsibilities and providing
conditions for his effective work in the organization
[5, 6, 8].
Also, the job description is an internal organizational
and regulatory document, the purpose of which is:
1.
Clearly regulate the issues of management,
staff interaction, reporting, ensuring activities and
regulating work responsibilities for each individual
position in the company.
2.
Explain and regulate the procedure for the
relationship between the employee and the employer.
The job description does not apply to mandatory
regulatory legal acts at an enterprise with hired labor,
because the labor legislation does not regulate the
presence of such a document in any way. Therefore, in
each organization, job descriptions are developed and
approved on their own, at the initiative of the head. The
main thing is that this document does not contradict
the employment contract and labor legislation. At
its core, the job description is nothing more than an
appendix to the employment contract and is useful for
all participants in labor relations with the following
features:
1)
Contains a complete, exhaustive and detailed
list of qualification requirements for the position,
as well as determines the measure of disciplinary
responsibility of the employee. The fact is that the
employment contract, which is signed without fail by
all employees, is most often the same in content for
everyone. Accordingly, the functional responsibilities
are indicated in it vaguely and not concretized, too
generalized. The job description prescribes absolutely
all the powers, duties, responsibilities and other details
that are not specified in the current employee contract.
Accordingly, if an employee is transferred to a new
position, his new functional duties are regulated by
another job description [2, 6, 12].
2)
Each employee of the company's job description
helps to have a clear understanding of their powers,
capabilities and degree of responsibility to the
company. If any range of duties is not related to the
position of the employee, then he has the right to refuse
to perform such work without negative consequences.
3)
The requirements for the position prescribed in
the instructions determine the criteria on the basis of
which the employer makes a conclusion about the
results of passing the probationary period by a new
employee.
4)
dismissal of staff by the employer (for failing) it
is a job description will be in court reasoned evaluation
of the employees of their duties or avoid litigation
altogether. In other words, the job description is a kind
of guarantor and weighty protection for the employer
in case of any disputes with subordinates.
5)
Also, this document regulates the work of each
department in particular and the entire enterprise as a
whole, contributes to the organization and structuring
of the work of personnel.
The main difference between the job description
and the Employment contract is that it is not drawn
up for each employee individually, but is formed in
accordance with the established procedure for certain
specialists. The Labor Code does not contain strict
rules for issuing job descriptions with anew employee.
It is compiled taking into account the specifics of
the position and activities of the organization. This
document is recommended to be issue in three copies:
the first one is for a human resources employee;
the second one is for the head of the department
where the corresponding employee works;
the third one is for an employee whose job
responsibilities and rights are described in the
corresponding document.
The job description can act as an addendum to
the employment contract or be issued separately. If
necessary, its content should be discussed with the
trade union. Before approval, the job description must
be approved by all the necessary departments of the
organization
(legal
department,
human
resources
department, head of the relevant department, etc.) [8,
14, 20].
Job description - can be either standard (using
a template for similar organizations), or specific
(with a description of all aspects of your activities
directly) [13]. By this document, all labor functions
are evenly distributed among the employees of the
organization (structural division). The development
of the document deals with the head of the structural
unit, but an allegation the head or Deputy of the
organization, depending on whose authority is the
structural unit of the capacity in which instruction
is developed. The document is also approved by
the legal service officer and those officials who are
responsible for performing the tasks provided for in
the instructions. Familiarization of the employee with
the job description is mandatory. The instruction can
be valid for years, if it was made not for a specific
16
MEDICINE AND INNOVATIONS |
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МЕДИЦИНСКОЙ СПЕЦИАЛЬНОСТИ
person, but for a position. Its adjustment is required
only in certain cases, for example, when changing
the functions or name of the position, renaming the
organization or structural division, etc. If instead of
one employee the position is occupied by another, and
the functions do not change, then the newcomer must
be acquainted with the existing job description under
the signature. To make adjustments and additions
to the document, the head of the enterprise issues
an appropriate order, which is also brought to the
employees under a receipt [8, 9, 15].
Results. It can be concluded that job responsibilities
are a set of actions of an employee aimed at achieving
the goals of the management system and mandatory
for implementation. Functional responsibilities and
job descriptions differ in the essence of the concepts.
Functional responsibilities are considered a broad
concept that is described in a general way. The
task of the instruction is to fix the functions of the
employee, his basic rights, duties and responsibilities,
qualification
requirements,
and
other
important
working conditions. The instructions also help you
distribute
work
among
employees
with
similar
responsibilities. The job description does not apply
to mandatory legal acts in an enterprise with hired
labor, because labor legislation does not regulate the
availability of such a document in any way. Therefore,
in each organization, job descriptions are developed
and approved on their own, at the initiative of the head.
While the focus is on protecting and supporting
health care workers at the epicenter of the COVID-19
fight, the pandemic is affecting all health care actors,
including
self-employed
workers
and
medical
businesses. These include many health care workers
and caregivers who are currently at the forefront of
infection control and are at serious risk of infection.
Therefore, the lack of universal coverage of health
benefits is identified as one of the main challenges
to the successful implementation of strategies to
contain the coronavirus; in a number of countries,
concrete steps are already being taken to remedy the
situation. The COVID-19 crisis exposes significant
gaps in coverage not only for health services, but
also for health benefits, which deprives health care
workers and the care economy of protection who
engage in non-standard forms of employment or
self-employment. The instability of income in the
case of illness or care of sick family members forces
them to go to work even if they are not well and
increases the risk of their infection. In addition, the
risk of impoverishment of the sick and their family's
increases. Health care providers should have access to
treatment and financial compensation in the event of
COVID-19 infection.
Литература/References
Закон Республики Узбекистана ЗРУ-410 от 22
сентября 2016 года «О внесении изменении и
дополнении в закон Республики Узбекистан «Об
охране труда»» [Zakon Respubliki Uzbekistana
ZRU-410 ot 22 sentyabrya 2016 goda «О vnesenii
izmenenii i dopolnenii v zakon Respubliki Uzbekistan
«Ob
okhrane
truda»»]
URL:
acts/97258 . The link is active on 26.01.2021
Постановление Кабинета Министров Республи
ки Узбекистан №286 от 6 июля 1995 года «Об
утверждении положения о расследовании и уче
те несчастных случаев на производстве и иных
повреждении
здоровья
работников,
связанных
с
исполнением
ими
трудовых
обязанностей»
[Postanovlenie
Kabineta
Ministrov
Respubliki
Uzbekistan №286 ot 6 iyulya 1995 goda « Ob
utverzhdenii polozheniya о rassledovanii i uchete
neschastnykh sluchaev na proizvodstve i inykh
povrezhdenii zdorov'ya rabotnikov, svyazannykh s
ispolneniem imi trudovykh obyazannostei»] URL:
https://www.lex.iiz/docs/545122
26.01.2021
Постановление Кабинета Министров Республики
Узбекистан №286 от 6 июля 1995 года «О прави
лах возмещения вреда, причинённого работникам
увеч б утверждении положения о расследовании
и учете несчастных случаев на производстве и
иных повреждении здоровья работников, связан
ных с исполнением ими трудовых обязанностей»
[Postanovlenie
Kabineta
Ministrov
Respubliki
Uzbekistan №286 ot 6 iyulya 1995 goda « Ob
utverzhdenii polozheniya о rassledovanii i uchete
neschastnykh sluchaev na proizvodstve i inykh
povrezhdenii zdorov ya rabotnikov, svyazannykh s
ispolneniem imi trudovykh obyazannostei»] URL:
https://www.lex.iiz/docs/545122
The link is active on
26.01.2021
Постановление
Кабинета
Министров
Респу
блики Узбекистан от 11 марта 1997 года «Об
утверждении нормативных актов, необходимых
для реализации трудового кодекса Республики
Узбекистан»
[Postanovlenie
Kabineta
Ministrov
Respubliki Uzbekistan ot 11 marta 1997 goda «Ob
utverzhdenii
normativnykh
aktov,
neobkhodimykh
dlya
realizatsii
trudovogo
kodeksa
Respubliki
Uzbekistan»]
URL:
The
link is active on 26.01.2021
Постановление Кабинета Министров Республики
Узбекистан №267 от 12 июля 2000 года «О пе
ресмотре и разработке нормативных докумен
тов по охране труда» [ Postanovlenie Kabineta
Ministrov Respubliki Uzbekistan №267 ot 12 iyulya
17
2000 godet «Оperesmotre i razrabotke normativnykh
dokumentov po okhrane truda»] URL: https:
n u n.
lex.nz/docs/323980 The link is active on 27.01.2021
Постановление
Кабинета
Министров
Респу
блики Узбекистан № 60 от 11 января 2005 года
«Об
утверждении
правил
возмещения вреда,
причиненного
работникам
увечьем,
профес
сиональным
заболеванием
либо
иным
повре
ждением
здоровья,
связанным
с
исполнением
ими
трудовых
обязанностей»
[Postanovlenie
Kabineta Ministrov Respubliki Uzbekistan № 60
ot llyanvarya 2005 godet «Ob utverzhdenii prcivil
vozmeshcheniya
vreda,
prichinennogo
rabotnikam
uvech 'em, professional 'nym zabolevaniem libo inym
povrezhdeniem zdorov 'ya, svyazannym s ispolneniem
imi trudovykh obyazannostei»] URL:
docs/496571 The link is active on 27.01.2021
Приложение
№1
к
постановлению
Кабинета
Министров №133 от 11 марта 1997 года «Об
утверждении нормативных актов, необходимых
для реализации трудового кодекса Республики
Узбекистан» [Prilozhenie №1 k postanovleniyu
KabinetaMinistrov№133 ot 11 marta 1997godet «Ob
utverzhdenii
normativnykh
aktov,
neobkhodimykh
dlyct
realizatsii
trudovogo
kodeksa
Respubliki
Uzbekistan»] I JRL.https: lex.uz docs 51 ~040 The
link is active on 26.01.2021
Приложение
№3
к
постановлению
Кабинета-
Министров№133 от 11 марта 1997 года «Об
утверждении нормативных актов, необходимых
для реализации трудового кодекса Республики
Узбекистан» [Prilozhenie №1 k postanovleniyu
KabinetaMinistrov№133 ot 11 marta 1997godet «Ob
utverzhdenii
normativnykh
aktov,
neobkhodimykh
dlyct
realizatsii
trudovogo
kodeksa
Respubliki
Uzbekistan»] I Rl..https: lex.uz docs 51 ~040 The
link is active on 26.01.2021
Трудовой кодекс Республики Узбекистан от 21
декабря 1995 года - Клава 2 Субъекты трудо
вых отношении. Статьи 14-16 [Trudovoi kodeks
Respubliki Uzbekistanot 21 dekabrya 1995 godet -
Glava 2 Sub ”ekty trudovykh otnoshenii.Stat 'i 14-16]
URL:
The link is active
on 26.01.2021
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УДК: 616.327.3-006-07-08-616.31:614.254.4
ОСОБЕННОСТИ ПЕРВИЧНОЙ ДИАГНОСТИКИ И АЛГОРИТМ
ДАЛЬНЕЙШЕЙ МАРШРУТИЗАЦИИ ПАЦИЕНТОВ С
НОВООБРАЗОВАНИЯМИ ОРОФАРИНГЕАЛЬНОЙ ОБЛАСТИ НА
СТОМАТОЛОГИЧЕСКОМ ПРИЕМЕ
1
А.В. Хейгетян,
2
Н.С. Нуриева,
3
Л.Ю. Островская
‘ФГБОУВО Ростовский государственный медицинский университет Минздрава России, 344022, г. Ростов-на-Дону, пер.
Нахичеванский 29, Россия. E-mail: artur5953Lbyandex.ni, ORCID: http:/omd.otg'0000-0002-8222-4854.
2
ФГБОУВО Южно-Уральский государственный л1есУицинскийуниверситет Минздрава России, 454092, г. Челябинск, ул. Воровского
64, Россия. E-mail: natakipaLbmail.ru,ORCID:
https://omd.oigj/0000-0002-5656-2286
3
ФГБОУ ВО Саратовский государственный медицинский университет им. ВЛ. Разумовского Минздрава России, 410000, г.
Саратов, ул. Большая Садовая 137, Россия. E-mail: ost-
, ORCID:
http://orcid.org/0000-0001-8674-1931
.
РЕЗЮМЕ
Онкологические процессы головы и шеи это
большое количество опухолей имеющих различ
ное течение и требующих разного лечения. В за
пущенных стадиях это лечение может приводить
к потере жизненно важных функции и нарушать
19