大庆油田总医院卫生技术人员薪酬体系优化研究

发布时间：2018-06-22 08:49

本文选题：大庆油田总医院 + 卫生技术人员　；参考：《东北石油大学》2016年硕士论文

【摘要】：医药卫生体制改革是关乎国计民生的大事。中共中央、国务院于2009年3月发布了《关于深化医药卫生体制改革的意见》,“意见”中明确指出要“改革人事制度,完善分配激励机制,实行以服务质量及岗位工作量为主的综合绩效考核和岗位绩效工资制度,有效调动卫生技术人员的积极性”。大庆油田总医院是黑龙江省西部地区规模最大的三级甲等医院,近年来,大庆油田总医院不断增加的患者量给临床卫生技术人员带来了巨大的工作压力,卫生技术人员的工作热情及对工作的满意度不断下降,医院现有的薪酬体系已不能完全发挥出应有的激励作用。如何对卫生技术人员现有薪酬体系进行优化成为了摆在大庆油田总医院面前的一个现实课题。本文首先对国内外学者有关公立医院卫生技术人员薪酬体系问题的研究成果进行系统性梳理,并对薪酬及薪酬体系的概念、相关薪酬理论及激励理论进行总结归纳,为后续展开对大庆油田总医院卫生技术人员薪酬体系优化问题的研究提供相应的理论基础。其次,文章通过对大庆油田总医院卫生技术人员现有薪酬体系所包含的岗位(技)工资、津补贴、奖金及福利等薪酬构成现状做出总结,并结合卫生技术人员薪酬问卷调查结果,发现大庆油田总医院卫生技术人员现有薪酬体系存在的问题,主要包括卫生技术人员薪酬水平整体偏低、薪酬结构不尽合理、薪酬激励模式失灵、薪酬考核环节薄弱等问题,并对当前薪酬体系存在的这些问题进行了原因分析。再次,文章提出了大庆油田总医院卫生技术人员薪酬体系优化对策:在确定薪酬体系优化原则及梳理薪酬体系优化总体流程的前提下,通过开展确定医院整体薪酬策略、进行工作分析、开展岗位评价、开展薪酬调查及确定薪酬结构等薪酬体系优化基础工作为卫生技术人员薪酬体系具体优化对策的提出打下坚实的基础。进而对卫生技术人员岗位(技)工资、津补贴、奖金及福利分别提出具体的优化对策,包括以卫生技术人员岗位等级结构表为基础确定基本工资、对卫生技术人员繁杂的津补贴项目进行归并简化、合理拉开月度奖金水平差距、改进内部奖励发放方式、调整节日补助发放标准及发放周期、调整物业取暖费发放政策等。文章最后从组织、制度、经费等三个方面提出了具体的保障措施以确保大庆油田总医院卫生技术人员薪酬体系优化工作的顺利开展与实施。
[Abstract]:The reform of the medical and health system is a major event related to the national economy and the people's livelihood. In March 2009, the CPC Central Committee and the State Council issued the "opinions on deepening the Reform of the Medical and Health system", which clearly pointed out the need to "reform the personnel system and improve the distribution and incentive mechanism." The comprehensive performance appraisal and post performance wage system, which is based on the service quality and the post workload, should be carried out, and the enthusiasm of the health technical personnel should be effectively aroused. Daqing Oilfield General Hospital is the largest Grade 3A hospital in the western region of Heilongjiang Province. In recent years, the increasing number of patients in Daqing Oilfield General Hospital has brought great pressure to clinical health technicians. The work enthusiasm and job satisfaction of health technicians are declining, and the existing salary system in hospitals can not fully play the role of incentive. How to optimize the current salary system of health technicians has become a realistic subject in front of Daqing Oilfield General Hospital. Firstly, this paper systematically combs the research results of domestic and foreign scholars on the compensation system of public hospital health technicians, and summarizes the concepts of compensation and compensation system, relevant compensation theory and incentive theory. It provides a theoretical basis for the further study on the optimization of the salary system of health technicians in Daqing Oilfield General Hospital. Secondly, the article summarizes the status quo of salary structure of health technicians in Daqing Oilfield General Hospital, including post (technical) salary, subsidy, bonus and welfare, etc. Combined with the results of the salary survey of health technicians, it is found that there are some problems in the current salary system of health technicians in Daqing Oilfield General Hospital, including the low salary level and unreasonable salary structure. The failure of salary incentive mode and the weak link of salary assessment are discussed, and the causes of these problems in the current compensation system are analyzed. Thirdly, the paper puts forward the countermeasures of optimizing the salary system of health technicians in Daqing Oilfield General Hospital: under the premise of determining the principle of salary system optimization and combing the overall process of salary system optimization, the overall salary strategy of the hospital is determined. The basic work of salary system optimization such as job analysis, post evaluation, salary investigation and salary structure is a solid foundation for health technical personnel to put forward the concrete optimization countermeasures of salary system. Furthermore, the paper puts forward specific optimization countermeasures for the post (technical) wages, subsidies, bonuses and benefits of health technicians, including determining the basic salary on the basis of the rank structure table of health technicians' posts. This paper combines and simplifies the complicated subsidized items of health technicians, reasonably draws up the gap of monthly bonus level, improves the internal way of granting rewards, adjusts the standard and cycle of payment of holiday subsidies, and adjusts the policy of heating fees for property, and so on. At last, the paper puts forward the concrete safeguard measures from three aspects, such as organization, system and fund, in order to ensure the smooth development and implementation of the optimization work of the health technical personnel's salary system in Daqing Oilfield General Hospital.
【学位授予单位】：东北石油大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：R197.63

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