TPS Based Framework Studying Of The Performance Assessment System For Medical Professional Technician

Purpose and SignificanceTo further enhance the capacity of medical services and to raise the level of performance assessment in the tri-grade general hospitals of Shanxi,based on the assumption that improving the individual performance of clinicians will greatly promote the hospital's overall competitiveness,this study introduces the concept of Total Performance Scorecard(TPS),aiming to set up a performance assessment system which integrates the key success factors of the clinicians with the traditional Balanced Score Card(BSC).This performance assessment system will be applicable to the knowledge-based staff and will serve the purpose of developing human resources in the tri-grade general hospitals.With the development of such a scientific and rational system,we hope to see a gradual improvement in the incentive and restraint mechanisms and human resources development and training system.We also hope to offer some information and reference for solving the most concerned problem of how to maximize the effectiveness of human resources development,as well as for carrying out performance evaluation in the medical institutions.Source of Information and MethodsFirstly,qualitative information comes from the relevant health policies of the State Council and Ministry,as well as health regulations of Shanxi.Secondly,theory material comes from the variety interviews with some experts who are engaged in the research and practice of human resources.Then,quantitative information comes from the data of Health Yearbook 2006 of Shanxi.What's more,gaining the information of questionnaires which have been answered by the sampling persons who are all clinicians from the 22 tri-grade general hospitals and 2 tri-grade specialized hospitals in Shanxi.Research methods of the paper include the evaluation system indicators widely from home and abroad,which connected diverse organizations,departments and individuals by questing in electronic documents and paper documents.In-depth interviews and group interviews are applied to illustrate the advantage and disadvantages of the traditional BSC,using qualitative research methods and such qualitative analysis tools as SWOT analysis,Value Chain analysis.It is expected that with the introduction of the concept of comprehensive performance scorecards,a TPS-based clinicians performance assessment system can be developed.One-way ANOVA SPSS13.0 and LSD test for descriptive analysis and variance analysis are applied in the first place.Then,exploratory analysis follows by using SPSS13.0 statistic analysis software.A performance assessment system is hoped to be built up on the basis of the integration of different evaluation methods such as the factor analysis,discrete trends and expert advice.On this basis, Performance Evaluation System is determined through confirmatory factor analysis,using LISREL8.53 software in structural equation model and structure model,examining the results and the effectiveness through the exploratory factor analysis.Finally,clinicians performance assessment system is verified by a combination of the Analytic Hierarchy Process with RSR Method and the average trend.Main Results1.A common vision of the tri-grade general hospitals in ShanxiAs a result of comparison and contrast about the visions of the 22 hospitals,a common vision of the tri-grade general hospitals in Shanxi is presented that modern,multi-functional and learning hospitals are to be established to satisfy the public,the patients and the staff.2.Discrepancy strategy and analysis of value chainAccording to the SWOT analysis,a conclusion has been reached that tri-grade general hospitals,faced with the competition of the market,have both advantages and disadvantages. These hospitals should take measures to utilize the difference,strengthen medical and scientific research and create originality and comparative advantages to attract more patients.Moreover, according to hospital Value Chain analysis,a conclusion can be got that patients,as the sole source of social benefits and economic benefits,should be put in the utmost place,considering their transaction value and their relation value.In addition,medical service is the main way to obtain and earn those incomes.3.Construction of performance assessment systemBased on the concept of comprehensive TPS,it is suggested that the performance assessment of the organization(hospital and different units) should be measured in terms of innovation,internal affairs processes,organizational operations and social services while that of the individuals in terms of personal achievement,social satisfaction,quality and innovation.4.Discrepancy of different group clinicians value about personal assessmentThere exists a wide range of differences among the 1700 clinicians sampled from 22 tri-grade general hospitals and 2 tri-grade specialized hospitals,and these differences are due to their different living,working,learning experiences.5.Assessment performance of clinicians test about the tri-grade general hospitalsA performance assessment indicators system,which includes a 4-dimension level,a 10-goal level and a 53-index level,is built up as a result of the exploratory factor analysis.According to confirmatory factor analysis,a closed cycle of value is advanced,which is "learning and growth, medical service quality,social satisfaction,personal achievement and leaming and growth".6.Study of validation performance assessmentStandard values for the 53 indexes are determined through AHP;29 clinicians were respectively graded "Excellent","Qualified","Less qualified" and "To be improved".The results of performance assessment should be applied to such human resources management practice as the appointment,transferring,salary management,performance improvement and growth and training.Performance Package,a creative concept,is put forward.ConclusionsA four-dimension performance assessment system,based on clinicians' personal achievement,Social satisfaction,medical service quality and innovation,combines the Personal Balanced Scorecard and Organizational Balanced Scorecard.It can bridge the gap between the organizational performance objectives and the individual performance objectives with the ultimate aim to improve the overall performance in the hospital.Innovations1.For the first time,the concept of a comprehensive performance assessment scorecard is introduced to construct a performance assessment system.2.For the first time,a performance assessment system is intended to develop medical human resources and a closed cycle of value is believed to exist in the performance promotion, which is "learning and growth,medical service quality,social satisfaction,personal achievement and learning and growth".3.A performance assessment dictionary is composed of four different kinds of performance indicators with respective focuses.4.For the first time,structural equation model is applied to the performance assessment system about medical human resources in verifying the results of the exploratory factor analysis.5.A "performance package" concept is advanced with an attempt to solve the conflict between the social benefits and the economic profits long existing in the public hospitals but embodied in the doctors themselves.