Research On Performance Evaluation Index System Of ZE Public Hospital

Health is a prerequisite for a good life of mankind,and it is also a manifestation of a country’s wealth and people’s living standards.In order to achieve people’s health and ease the issue of the difficult and expensive cost in getting medical treatment,the state has implemented a medical reform policy.The new medical reform has been implemented for many years.Although the issue of poor access and high fee in china has been alleviated,resources are increasingly concentrated in large tertiary public hospitals.Both in terms of scale and resources,public hospitals have been in a monopoly position,and public hospitals themselves have become the biggest obstacle to medical reform.In the current complex medical reform environment,how to make the development direction of public hospitals consistent with the people’s health needs and government medical reform policies,and how to guide the behavior of public hospitals has become a hot spot in the practice of medical reform.Currently,a more feasible and effective strategy is performance evaluation.Through the performance evaluation of public hospitals,the government transfers the people’s health desires and the government’s will for medical reform to public hospitals.The hospitals then pass on internal performance evaluations to departments and individuals,and ultimately guide the hospital’s medical behaviors,and prompting the consistency of the goals of public hospitals,governments,and people.As a tool of hospital management,performance evaluation has an incentive and constraint role in guiding the medical service behavior of hospitals and medical workers.The current public hospital performance evaluation research is on the lack of the following aspects:（1）As a non-profit organization,public hospitals have social benefits in their operations,under the current medical and health system,how to provide fair and accessible medical services to the society to the greatest extent to satisfy the health requirement of people,while guaranteeing the unification of hospital economic and social benefits,ensuring the realization of public welfare goals.（2）In the context of the government accelerating the implementation of performance evaluation in public hospitals,how to establish a hospital performance evaluation system in line with its own characteristics and make use of external environmental changes to promote internal management reform.（3）How to take advantage of performance evaluation to make the compensation incentive mechanism for performance distribution more refined and promote the medical staff to improve their enthusiasm for work.Therefore,in the background of the current new medical reform,this article starts from three levels of performance management goals,systematically researches strategy-oriented,and attaches importance to the role of management by objectives,principal-agent relationship and incentive effect on the selection of indicators and the construction of evaluation system.This has certain theoretical and practical significance for enriching the application research of performance evaluation in public hospitals.Access to professional literature,this author summarized the related literature and theories and methods of performance management in public hospitals,took ZE hospital as a case,analyzed the status and problems of performance management in ZE hospitals,along with improving the analysis of performance evaluation motivations.Then the performance evaluation system of ZE public hospital which guided by the strategic is build,introducing the Balanced Scorecard tools to construct fourdimensional goals,using the Delphi expert consultation method to select evaluation indicators,adopting the analytic hierarchy process to set weights,and analyze its implementation effect,and draw the following conclusions:（1）The crux of medical reform lies in public hospitals.The heart of medical reform is that hospitals should improve their own governance structure while clarifying the power and responsibility relations between the government and hospitals,and between hospitals and doctors.It is an effective and feasible strategy to establish a performance evaluation system that not only reflects the intentions and interests of the client,but also comprehensively and objectively evaluates the performance of the agent.（2）The traditional performance evaluation model based on the income and expenditure balance method has been unable to meet the requirements of China’s current medical reform policies.The performance evaluation and performance distribution model based on the income and expenditure balance method can easily lead to the supremacy of hospitals and doctors’ income,doctors’ inductive demand behaviors,and prominent doctor-patient conflicts.It is not conducive to the improvement of doctors’ medical skills and short-sighted behavior,and it cannot reflect the hospital’s strategy and orientation.（3）Through balanced scorecard management tools,a strategy-oriented public hospital performance evaluation model is constructed to evaluate hospital performance from four different goals: finance,customers,internal processes,and learning and growth.It can not only balance long-term and short-term goals,economic benefits and public welfare contradictions and the interests of all parties,but also ensure the longterm survival and development of the hospital.（4）Based on the hospital’s strategic goals,build a department-individual performance evaluation system,which can well unify and coordinate the objectives of the hospital,department and individual,clarify responsibilities,guide behaviors,and enhance and improve the hospital performance management.（5）The combination of performance evaluation and performance distribution can effectively motivate and constrain the behavior of Director of the hospital and medical staff,and promote the promotion and improvement of hospital and personal performance.