| Objective1. Through fully researching and understanding the current actual situation on human resources management of research hospital to identify key issues and existing vulnerabilities in human resources management.2. The application of modern job evaluation methods to research the value of hospital-based management of human resources analysis, form systematic, scientific, and comprehensive job evaluation system for hospital, and optimize the hospital human resources, compensation performance management provide a scientific basis.Methods1. Situation Research Methods. Questionnaire was used, one on one interviews, on-site observation, the study of the development of hospitals as well as human resources management to conduct a comprehensive systematic analysis of the status quo and problems.2. The value of job evaluation (Factor scoring). In this study, factor scores and through the Competency Model, combined with the actual preparation of the Hospital, "28 factor Job Evaluation Handbook." to assess the function departments, business departments, and logistics departments, all kinds of jobs.Results1. Research hospital lacks of scientific human resources planning, insufficient judgement to the various types of personnel demand. Research Questionnaire statistics:61% of senior leadership and 55% of the primary staff think that the management personnel and academic leaders in particular need for hospital personnel.2. The hospital setting is not enough scientific organization system, segregation of duties not clear enough. Questionnaire survey statistics show that 25% of employees considered that the phenomenon is mainly due to prevarication sector is unclear.3. Human resources management is relatively backward; the management of posts there is the phenomenon of human-Shegang.75% of the employees through competition a positive attitude, saying that "what capacity, what position," but at the same time we also see that 67% of its staff are afraid of unfair competition for posts.4. Pay equity in the distribution system, lack of scientific evaluation of job value. The questionnaire survey results showed that 64% of the primary employees are not satisfied with the hospital's current salary.5. Performance appraisal in salary distribution system does not play a central role. The questionnaire survey results showed that:67% of the high-level employees and 71% of the primary staff think their hard work has no effect on the bonuses or little effect on.6. It designs and constructs the "28 elements post evaluation manual", including the risk of liability,knowledge skills,work stress and the environment,exploration,innovation and so on.Using this evaluation manual,569 hospital posts are performance evaluation which determine the position coefficient 2.7-0.36,7.5-fold difference between the coefficients.7. A test run research is carried out on the evaluation results about 569 posts in hospital.The evaluation results are analysised on labor value and contribution which inclued the highest and lowest nine pole posts.It confirmed that "28 elements post evaluation manual "can well solve the scientific job evaluation,objectivity and fairness issues, can basically solve the difficult problem of determining the hospital post coefficient, has laid a good foundation for hospital compensation assignment system reform.8. There are 569 posts job evaluation results in the current value of research hospital.ConclusionJob evaluation system has been completed, it's application to Simulation of benchmark jobs, and evaluation results have a good rationality. |
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