新时期J精神病院绩效管理优化研究

发布时间：2018-05-20 21:51

本文选题：绩效管理 + J精神病院　；参考：《南昌大学》2017年硕士论文

【摘要】：经济社会的发展逐渐改变着我们的生活。随着生活节奏的明显加快,各种心理应激因素日益增加。常见的精神卫生障碍和心理行为问题逐年增多。作为保障和改善民生以及加强和创新社会管理的重要工作任务,精神卫生工作受到党和国家的高度重视。“十二五”期间,被列入国民经济和社会发展总体规划。随着医改的持续深入,加快建立健全精神病院绩效管理制度,是推进医院现代化水平的重要标志。科学、合理的绩效管理有利于梳理和规范医院工作流程,提高精神卫生服务能力和运行效率,对于促进医院文化建设、增强职工的归属感和自身价值体现具有积极作用。因此,在新时期对精神病院进行绩效管理优化具有一定的研究应用价值。本论文通过采用文献资料研究法、统计分析法、问卷调查和实地访谈等方法,结合运用平衡计分卡、关键指标体系、SWOT分析等工具,从J精神病院发展的优势、劣势、威胁和机遇入手,对新时期J精神病院的绩效管理现状进行详细的研究分析,查找J精神病院绩效管理中存在的问题及原因,并结合参考借鉴外国公共财政体系建设的经验,提出完善J精神病院绩效管理体系的对策建议。本文在结构上共分6章。其中,第1章为导论;第2章为新时期医院绩效管理概述;第3章为新时期J精神病院绩效管理的现状调查与分析;第4章为新时期J精神病院绩效管理优化的设计与分析;第5章为新时期J精神病院绩效管理优化的保障措施;第6章为结论与展望。新时期对J精神病院的发展提出新任务和新要求,医院的绩效管理优化需求更加凸显。据此,J精神病院提出目标管理理念和运用平衡记分卡的“财务、客户、内部流程、学习与成长”四个层面设计医院绩效目标和绩效指标;并采用战略分解方式分解科室指标;结合医院战略目标和科室职责,岗位说明书、工作流程及胜任特征等,采取关键绩效指标确定职工的少数关键指标等理念。客观评估不良后果,有针对性地采取沟通方法,加强绩效实施过程监督;通过对绩效结果的反馈,探讨医院绩效管理改进和优化的有效途经。
[Abstract]:The development of economy and society is changing our life gradually. With the quickening of life rhythm, various psychological stress factors are increasing day by day. Common mental health disorders and psychological behavior problems are increasing year by year. As an important task of ensuring and improving people's livelihood and strengthening and innovating social management, mental health work is highly valued by the Party and the state. During the 12 th five-year Plan, it was included in the overall plan for national economic and social development. With the continuous deepening of medical reform, it is an important symbol to speed up the establishment and improve the performance management system of psychiatric hospital. Scientific and reasonable performance management is beneficial to combing and standardizing hospital work flow, improving mental health service ability and running efficiency, promoting hospital culture construction, enhancing staff's sense of belonging and embodiment of their own value. Therefore, in the new period of performance management optimization of psychiatric hospital has certain research and application value. By using the methods of literature research, statistical analysis, questionnaire investigation and field interview, combining with the use of balanced scorecard and SWOT analysis of key index system, this paper analyzes the advantages and disadvantages of the development of J Psychiatric Hospital. Starting with threats and opportunities, this paper makes a detailed study and analysis on the present situation of performance management in J Psychiatric Hospital in the new period, finds out the problems and causes existing in the performance management of J Psychiatric Hospital, and combines with the experience of foreign countries' public finance system construction. The countermeasures and suggestions to improve the performance management system in J Psychiatric Hospital were put forward. This paper is divided into 6 chapters in structure. The first chapter is the introduction, the second chapter is the summary of hospital performance management in the new period, the third chapter is the investigation and analysis of the present situation of J mental hospital performance management in the new period, the fourth chapter is the design and analysis of the performance management optimization of J mental hospital in the new period. Chapter 5 is the guarantee measures of performance management optimization in J Psychiatric Hospital in the new period, and Chapter 6 is the conclusion and prospect. In the new period, the development of J Psychiatric Hospital has put forward new tasks and requirements, and the need for optimization of hospital performance management has become more prominent. Based on this, the author puts forward the idea of objective management and designs hospital performance goals and performance indicators in four levels of "finance, customer, internal process, learning and growth" with balanced scorecard, and decomposes the department index by strategic decomposition. Combined with hospital strategic objectives, department responsibilities, job description, work flow and competency, the key performance indicators are adopted to determine a few key indicators of staff and workers. Objective evaluation of adverse consequences, targeted use of communication methods to strengthen performance implementation process supervision, through the feedback of performance results, to explore the effective ways to improve and optimize hospital performance management.
【学位授予单位】：南昌大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：R197.5

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