There is a need for a policy to modernize Mongolia's nursing care in rural areas, and to allocate and retain nurses. Nursing human resource growth is averaging 2.01 percent per year. The number of nurses working in rural areas has decreased by 21.4 percent over the last 19 years. There is a need to reflect cross-sectoral cooperation and the roles, activities and participation of policy stakeholders in the implementation of nursing human resource policy. Background. By 2019, 12,773 nurses are

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... king in our country and 46.7 percent of them work in rural areas, and 9,875 are working directly in medical services. In rural hospitals, the workload of nurses is so high and we need to meet the work to international standards based on medical science. The supply of nurses does not meet the required standards, especially in rural areas, nursing services cannot meet the demand of care is limited in terms of quantity and quality, and it depends on a huge amount of transition of nurses. Purpose. The survey was conducted to analyze the current situation of allocation and migration of nursing human resources in rural areas. Methods. Evidence-based and descriptive research models identified nursing human resources reports, data, and statistics. The research is provided according to the research ethics committee by permission of the Research Ethics Committee №13-1A meeting of the Research Ethics Committee №13-03 / 1A. The survey was conducted with the approval of the meeting and the card was filled out with the signature of each person. From each stages the list of nurses made required collections by definite selection and collected defined numbers randomly. Research design and scope: A total of 560 nurses working in rural areas, including 10 aimags in 4 economic regions of Mongolia, were selected from two-level hospitals. By the research of documents: The information has been taken from documents, legal acts, orders and rules and information of government organizations. By Quantitative research: Here involved challenges to nursing human resources and its distribution and study ways identification of improvement nursing human resource challenges. In this research involved 134 nurses as representation of total nurses. According to guide lines held 15 times discussions and provided 9 discussions intercom hospitals' nurses and provided 7 discussions in aimag hospitals' nurses. We collected information by purposive sampling and quota sampling and involved in significance level of 5 percent and sampling force is involved 80% and participated totally 170 organizations and 27 hospitals of 1and 2nd stage. Based on the guidelines of the interview questions, the participants were guided by the principle of equal participation in order to reveal the opinions, suggestions and opinions of the participants through discussion. The interview lasted 60 minutes. Analyses. Focus group discussions were matched with keywords. The sub-headings and guided questions are grouped by region (review of sub headings and guided questions). Identify key aspects from guided questions content, select the quotes and key comments / recommends, and make a report. analytic summary). Analyze and summarize documents Policy documents were analyzed by analyzing and summarizing the documents. In addition, capacity, structure, and management decisions in nursing human resource stratification were compared by comparing health indicators. The future direction of nursing human resources was determined by extrapolation. Results. Current status of policy implementation. The analysis of the implementation of the policy paper shows that there is no causal analysis of human resource policies, strategies in the areas of health, education, labor, and social protection, which are slow to implement, whose participation is weak, and whether there is duplication of functions. The parties do not know exactly how to participate in the policy, which creates conditions for weak cross-sectoral cooperation and policy implementation from top to bottom. This is: The policy