Research On Optimization Of Performance Management System In N Hospital Of Guangdong Province

With the continuous development of China’s economy and society,the country’s comprehensive strength is becoming stronger and stronger.The medical and health services are developing rapidly as well and many new problems have also been exposed.Therefore,it is imperative to promote the reform of the medical and health system.In the process of deepening medical and health reform,the market competition is intensifying,and various problems keep appearing,such as the imperfect incentive mechanism of public hospitals,the imperfect income distribution mechanism,the unclear assessment indicators,the talent turnover rate gradually rising and etc.Public hospitals are required to adhere to and maintain the public welfare and social benefits of the hospital and maintain the medical quality and service level of the hospital.Therefore,the management efficiency and effect of public hospitals put forward new requirements.Performance management in modern hospitals,as the core function of hospital human resource management,has become the focus of hospital managers and researchers.More and more hospital managers help hospitals achieve their goals through performance management to ensure that the behavior and output of hospital staff are consistent with the strategic objectives of the hospital.Under the macro background of deepening reform,the national policy requires hospitals to constantly improve the performance management system.Based on the principle of "more work,more pay",hospitals are encouraged to explore performance evaluation methods based on workload.This can not only reflect the labor value of medical staff,improve the salary level of medical staff,but also control the unreasonable growth of medical costs.While reflecting the public welfare and social nature of public hospitals,how to fully mobilize the enthusiasm of medical staff,improve the core competitiveness of the hospital and increase the brand effect,make personal goals consistent with the mission and vision of the hospital has become the focus of hospital management,and establish a complete,efficient and systematic hospital performance management system has become an important and urgent task to be completed.Combined with the research experience of domestic and foreign public hospitals on employee performance management,this dissertation adopts literature research method,interview method,questionnaire method and other research methods to investigate,study and analyze the performance management of N Hospital in Guangdong Province.Thus,it can be concluded that the performance appraisal and allocation of N hospital performance management are still mainly based on financial indicators and financial accounting,the integration degree of staff development goals and hospital development goals is low,the performance appraisal results are not timely feedback and application,the lack of assistance and follow-up of performance improvement methods,and the low understanding degree of staff of performance management programs cannot be combined with personal goals.In view of this phenomenon,the author puts forward some suggestions to optimize the performance management system,guarantee the work enthusiasm of the staff,improve the overall quality of the hospital staff,realize the personal value of the staff,improve the management level and efficiency of the hospital,and realize the development goals.