Z口腔医院医师绩效考核体系研究

发布时间：2018-03-22 20:25

本文选题：Z口腔医院　切入点：绩效考核体系　出处：《南京大学》2017年硕士论文　论文类型：学位论文

【摘要】：根据2016年国家卫生计生委联合召开的城市医院综合改革会议的精神,医院必须以满足广大群众医疗服务需求为目的,以全面优化医院的人力资源配置,提高医疗服务质量为核心,充分调动全体医护工作者的积极性、主动性和创造性,不断增强医院的生机与活力,全面促进医院的改革与发展,提升医用综合实力和竞争力[1]。促进医院持续健康发展,必须进行绩效考核方案优化设计,建立科学有效的绩效考核体系。通过对绩效考核的相关文献分析和研究,发现我国在医院绩效考核体系的研究领域,在绩效考核体系的构建和指标的选取上,都比较完善和成熟,但是在结合一些医院具体情况时,如医师群体,还没有很好的根据他们的特点来设计相应的绩效考核标准,以及探讨相关的影响因素。而医师作为医院的主要力量,建立合理的绩效考核机制能够从一定程度上提高医师的有效产出,从而能够很好的激励医院医师的积极性和创造性,有利于医院各个部门的发展,因此在实践层面上来说具有重要的现实意义。本文通过调查分析案例医院的绩效考核体系,对其绩效考核进行更加具体、深入的研究,发现医师的绩效考核体系不科学,大锅饭、平均主义突出,导致人才相继跳槽,先进医疗设备逐渐落,稳定的病源在不断流失,导致医院效益受到影响。面对这一局面,医院如何在内部人才管理上提高医院竞争力,有效的提高员工特别是医师的绩效,保证医院可持续的平稳发展,这些都是医院管理者面对并亟待解决的问题。本文运用绩效管理相关理论,以Z 口腔医院为例,进行问卷调查及深度访谈发现了医师绩效考核存在的诸多问题,绩效指标体系不健全、绩效考核设置不合理、内部制度执行效果差、薪酬设计不合理等等,并针对这些问题重新设计更加完善和符合医院医师发展的绩效,将人力资源管理的绩效管理方向运用于医院的医师绩效管理。本文试图借此医院问题探索中国情形下的医院医师的绩效考核方法,拓展学术界关于医师的绩效考评研究视角,进而建立一个科学、合理以及有效地医师绩效考核机制,通过建立合理的绩效考核机制从而一定程度上提高医师的生产效益。
[Abstract]:In accordance with the spirit of the 2016 National Health and Family Planning Commission meeting on the Comprehensive Reform of Urban Hospitals, hospitals must aim at meeting the needs of the general public for medical services, in order to comprehensively optimize the allocation of human resources in hospitals. Improve the quality of medical service as the core, fully mobilize the enthusiasm, initiative and creativity of all medical workers, constantly enhance the vitality and vitality of the hospital, and promote the overall reform and development of the hospital. To promote the sustainable and healthy development of hospitals, it is necessary to optimize the design of performance appraisal schemes and establish a scientific and effective performance appraisal system. It is found that in the research field of hospital performance appraisal system, the construction of performance appraisal system and the selection of indicators are relatively perfect and mature, but in combination with the specific conditions of some hospitals, such as doctors, There is no good way to design performance evaluation standards according to their characteristics, and to discuss the relevant factors. And doctors are the main force in hospitals. The establishment of a reasonable performance appraisal mechanism can improve the effective output of doctors to a certain extent, and thus can stimulate the enthusiasm and creativity of hospital doctors, which is conducive to the development of various departments of the hospital. Therefore, it has important practical significance on the practical level. Through the investigation and analysis of the performance appraisal system of the case hospital, this paper makes a more concrete and in-depth study on the performance appraisal system of the hospital, and finds that the performance appraisal system of the physician is not scientific. Big pot rice, egalitarianism is prominent, cause talented person to change jobs one after another, advanced medical equipment drops gradually, stable disease source is constantly losing, cause hospital benefit to be affected. Facing this situation, How to improve the competitiveness of hospitals in the management of internal talents, effectively improve the performance of staff, especially doctors, and ensure the sustainable and stable development of hospitals, These are the problems that hospital managers face and need to be solved urgently. This paper applies the theory of performance management, taking Z Stomatology Hospital as an example, carries out questionnaires and in-depth interviews to find out many problems existing in doctors' performance appraisal. The performance index system is not perfect, the performance appraisal set is unreasonable, the internal system execution effect is bad, the salary design is unreasonable, and so on, and redesigns the performance which is more perfect and in line with the hospital physician development in view of these problems. The performance management of human resources management is applied to the performance management of doctors in hospitals. This paper attempts to explore the performance evaluation methods of hospital doctors in China, and to expand the perspective of the academic research on the performance evaluation of physicians. Then a scientific, reasonable and effective evaluation mechanism of physicians' performance is established, and the production efficiency of doctors is improved to a certain extent by establishing a reasonable mechanism of performance evaluation.
【学位授予单位】：南京大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：R197.5

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