Research On Performance Salary Management Of Medical Staff Based On RBRVS

At first,according to the requirements of medical reform in China,such as zero addition of drugs,medical cost control and emphasis on the value of technical labor of medical personnel,public hospitals should first adhere to and implement correct policies to achieve fine management.Secondly,resource management needs to be improved to enhance efficiency and enhance organizational vitality.As the most important resource of public hospitals,medical staff have the most realistic motivation to work.Therefore,it is urgent to solve the problem of medical staff's performance salary.At present,many scholars mainly analyze and study the importance of performance salary system reform,the results applied in different departments,and the influence on medical staff's work behavior and attitude.Resource based Relative Value Scale is currently the internationally recognized performance salary management system.Based on workload,it combines job responsibilities and cost control to measure the performance salary of medical staff.However,in the application process of RBRVS in China,the corresponding problems of hospital strategy,informatization and specific medical project code should also be paid attention to.In the face of external challenges and internal technical requirements,it is an urgent breakthrough for public hospitals to encourage medical staff to create value and conduct reasonable performance salary management,so as to improve the vitality and sustainable development level of public hospitals.On account of the resource-based theory and the labor value theory as the theoretical basis,and the background analysis of the relevant system of medical staff's performance salary,this paper combined the basic concept of RBRVS implementation basis,implementation path and difficulties to study the specific effect of the reform of performance salary management method in A hospital of Yunnan.As a representative general hospital in Yunnan and applying the RBRVS,A hospital in Yunnan province is taken as an example to study the specific implementation path of applying the RBRVS in performance salary management.Based on the theoretical support and practical results,the positive effect of applying RBRVS in A hospital of Yunnan is confirmed through the performance salary management scheme using RBRVS.In value orientation,pay attention to medical quality and public welfare;On the salary level,the salary gap is opened based on the difference of contribution.In accordance with the requirements of the reform on the basis of both to enhance the subjective initiative and enthusiasm of the staff,and improve the patients' satisfaction,and enhance the vitality of public hospital organization and the level of sustainable development,in order to RBRVS promoted and applied in other public hospital in Yunnan to provide experience and confidence,and put forward related Suggestions in view of the deficiency.