The Analyze Of The Doctors Team Incentive System In The PY City Of The Peoples’ Hospital

The doctor is the core of human capital,the hospital doctors can be said that the level of quality,service attitude,the advantages and disadvantages of the size will directly affect a hospital’s core service capability,therefore,how to fully mobilize the enthusiasm of doctors,promote their active learning to improve the level of medical technology,in-depth study of new achievements of medical innovation.Improvement of service attitude towards patients,encourage their dedication,stimulate their maximum potential,enhance the stability of doctors,it is particularly important to the incentive mechanism of doctors.Moreover,China’s health care reform is like a raging fire to promote public hospital reform,as an important part of China’s medical and health system reform,doctors incentive mechanism reconstruction is the key step to deepen the reform of public hospitals and public hospitals reform on medical students team success,directly determines the medical and health system reform smoothly or not.On the basis of the existing incentive mechanism,using relevant theories,constantly improve and improve the original incentive measures,means,improve the enthusiasm of doctors,is a topic worthy of attention and research.According to the principle of relevant incentive to support the research on the incentive mechanism of the doctor on the background of the reform of public hospitals,research on PY City People’s hospital doctors incentive mechanism research shows that the main problems of public hospitals is the present incentive mechanism: the salary welfare mechanism is still not good enough to meet the doctors the expectations and requirements,promotion and application of the mechanism covering effect was not ideal,lack of hospital culture,to enhance the quality of doctor occupation training mechanism still needs to be improved quality,honor incentive means is single and use less.Based on these problems,according to the relevant theories of motivation and the actual situation of the Institute,put forward scientific and reasonable improvement measures,to further improve the salary growth division and management mechanism,and make the doctor’s ability,knowledge,post,risk matching;pay more attention to the construction of the training system of doctors,as much as possible to provide learning the opportunities for doctors;explore the establishment of hospital culture,enhance cultural cohesion,improve the doctor’s loyalty and recognition;for different groups of doctors in the team,explore the establishment of flexible personalized incentive mechanism,and constantly enhance the effectiveness of incentive mechanism.