Evidence Based Study On Construction And Optimization Of Performance Assessment System Of Clinical Practitioners

ObjectiveHow to develop the intelligence and innovation of doctors， which is the core ofmodern hospital management， is of great importance to maintain the advantages forhospitals. Nevertheless， only experts could not save the hospital， but efficientperformance management could. To explore more potential from doctors has beenlinked with perspectives of hospitals. Therefore， the construction of HR managementsystem will have magnificent significance.Methods1. Evidence based theory， in order to establish the performance assessment system，the study used evidence based methods to analyze the conditions in China.2. Analytic hierarchy process， could be applied for logical refining the gross indexsystem of performance assessment.3. Expert consultation， was to get the final result of index system of performanceassessment.ResultsBased on the background of the history of performance assessment for doctors，the study searched2217references of which825remained after the meta-analysis.Faculty quality， clinic work and expanding indicator had top3mention ratios， whichcould be divided into specific levels. For example， work load and quality were themost important indicators in medical work with the mention ratios of99.39%and97.33%alternatively. In addition， outpatient services， surgeries and examinationswere the top3in the dimension of work load. The study found8categories of performance assessment indicators by evidencebased methods. Then， by means of brainstorming， the research group divided theminto4dimensions， which were work load， spiritual civilization， research andeducation， quality of medical work. After4round screening，399indicatorscomposed the comprehensive performance assessment system.For the sake of putting theory into practice， the study developed informationplatform， data interaction among clients by Struts&Hibernate.In a word， through the process of indicators-performance assessmentsystem-software， the study hopes the research can contribute to the current hospitalmanagement and policy making.ConclusionThe core competition in modern hospital is human resources. Hospital humanresources trends are discussed. Performance evaluation standards and implantation planin Shanghai the6th People’s Hospital and its influencing factors are analyzed. Keypoints of hospital human resources are discussed. Firstly， hospital human resourcesmanagement should be closely matched with hospital reform objectives. Good incentivemechanism is the core of human resources management. Performance management isthe foundation of incentive mechanism. Hospital compensation management should becombined with scientific， fairness and openness performance evaluation management.