Insights into the Allocation of Pharmaceutical Human Resources and Pharmacy Service Development Evidence from Regional Healthcare Institutions

Background The allocation of pharmaceutical human resources and the development of pharmacy services are critical to ensuring effective, safe, and rational medication use within healthcare systems. Regional healthcare institutions, especially in resource-constrained settings, face significant challenges, including workforce shortages, uneven skill distribution, and limited integration of advanced pharmacy practices. This study aims to provide evidence-based insights into workforce allocation and pharmacy service development in these settings. Methods A cross-sectional study was conducted across healthcare institutions in Yunnan Province, China, including tertiary, secondary, and primary facilities. Data were collected through a structured questionnaire targeting pharmaceutical personnel actively engaged in service delivery. Variables assessed included demographic and professional characteristics, service participation, and institutional factors. Statistical analyses included descriptive statistics, cluster analysis, multidimensional scaling, and regression analysis to explore patterns and relationships. Results The dataset included 2,905 participants, with 78.24% female and 21.76% male respondents. The majority (78%) were aged 20–40 years, and educational attainment was high, with 77.46% holding a bachelor’s degree, 15.93% a master’s degree or higher, and only 6.61% an associate degree or lower. Service participation varied across activities: 50.36% of respondents were involved in medication reconciliation, 47.23% in clinical consultations, and only 24.68% in medication education. Regression analysis revealed that age and professional title were significant predictors of salary, highlighting disparities in career progression and compensation distribution. Cluster analysis identified distinct participation patterns, segregating respondents into high and low engagement groups, underscoring variability in service involvement. The Gini coefficient for salary distribution was 0.17, indicating a relatively equitable distribution. Conclusions This study highlights critical challenges and opportunities in the allocation of pharmaceutical human resources and the delivery of pharmacy services in regional healthcare institutions. Findings emphasize the need for targeted training programs, equitable resource distribution, and structured career development pathways. These results provide valuable insights for policymakers and healthcare administrators to enhance workforce development and optimize pharmacy services, particularly in resource-constrained settings.