X Public Hospital Performance Salary Management Problem Analysis And Optimization

This year,China's medical and health market increasingly fierce competition,countries are deepening medical and health system reform.In order to fully mobilize the enthusiasm of the broad masses of medical workers,improve the work efficiency and work quality,and ensure the sustainable and healthy development of public hospitals,improve its economic benefit and social benefit,and health care management advocates the performance wage system reform in public hospitals.Taking Tangshan X public hospital as the research object,based on the relevant theory of performance pay,X hospital are analyzed in detail the current performance wage system exists many problems,including no scientific and efficient post setting,indistinct definition of responsibility;Excessive pursuit of economic income,ignore the social public welfare,work efficiency is low;Department performance appraisal system,personal performance evaluation become a mere formality,and the assessment results and performance salary to organic combination,is an urgent need to optimize the performance wage system.Furthermore,we take the performance wage theory as the support,on the basis of the original performance salary allocation scheme,for X hospital designed a set of scientific and reasonable performance wage system optimization scheme.New merit pay system,adhere to bind to post setting and performance review and adhere to the social public welfare hospital,and both the long-term development of the hospital;Full balance work more and better work best,when allocated salary to the responsibility,the intensity is big,risk and high technical content of tilt,reasonable distribution of open class.The author first has carried on the science to X hospital of post setting,analysis,and evaluation,to determine the coefficient of jobs;And then to the establishment of a scientific and reasonable performance appraisal system,determine the department and individual performance appraisal target and the assessment content,and to determine the assessment coefficient;Finally,on the basis of job analysis and performance evaluation,the scientific allocation of merit pay for.In addition,it puts forward the optimization of the performance salary system implementation process,the need to carry out what measures and safeguard mechanism.