Study On Job Evaluation Model Of Level-Three General Hospital

Hospitals can play very key role in the reformation and health-caring in China, in whichhuman resource management have been making some progress after years of working out.But there are still many problems such as: job and duty is separated, level is unclear,assessment is unclear, distributing is unfair and job-value is too low, existed in many ways.So, the reformation of hospital personnel system is necessary, and the hospitals go further forthe regulation of the Job-management centre with the development of reformation onmedical and healthcare system.The best way to job-duty match and improve efficiency for the hospital is the jobmanagement. Job evaluation is the fundament of job management and human resourcemanagement, especially, basis of compensation management and performance evaluation. Itwould make clear to take value among jobs, establish and improve the system of jobstructure, obligation, wage and performance by scientific job evaluation. The research onhospital job evaluation is more mature in the developed countries, while is in the beginningof stages in China. The existing problems are lack of job analysis and inspection, theevaluation factor system is not perfect, the process is not standard, and the application ofresults is not in-depth. The level-three general hospital means big size, more jobs, highprofession, more complicated, strong representative and greater impact. Therefore, theresearch on the job evaluation model of level-three general hospital will play an importantrole.The paper aims to construct a job evaluation model for the three-level general hospitalthrough systematic, scientific and innovational way, and expose the real value of jobs inhospitals, and provide the basis for job management and compensation management.The framework and contain is as follow:Chapter1Introduction It gives the background and meaning, the research status, theresearch object and purpose, the research frame and content, the research idea and method,the main work and innovation.Chapter2The theory overview of job evaluation It explained the conception,function, theory foundation and principle theory, which apply in this paper. Specially, itintroduced the method and the typical hospital job evaluation model.Chapter3To construct the job evaluation model for the three-level general hospital It had preliminary screened the evaluation factors by analyzing of the reference,questionnaire survey method, focus group interview and expert discussion method. It hadconfirmed the evaluation factors by Delphi and questionnaire of hospital job evaluationfactors. It had identified the evaluation dimensions by factor analysis. It had divided factorsgrade by expert marking method and analysis of variance. It had confirmed the weight offactors by analytic hierarchy process. It had tested the hospital job evaluation model bystructural equation model and Cronbach's α. Finally, it had constructed the job evaluationmodel for the three-level general hospital which includes five dimensions and twenty-threefactors.Chapter4Optimization of the job evaluation model for the three-level generalhospital In the basis of pre-evaluate, it had researched job analysis and job description byquestionnaire method and interview method. It had statistical analyzed the result by fuzzyintegrated evaluation and evaluator weight method. It had researched the rater relability ofjob evaluation by univariate generalizability theory.It had verificated the job evaluationmodel by multivariate generalizability theory and further optimization of the model.Chapter5Application of the job evaluation model for the three-level general hospitalThe job evaluation model was applied in a three-level general hospital of Beijing.Chapter6Discuss and suggestion It had summarized the research conclusion, andput forward the helpful suggestion on the construction and application of the job evaluationmodel for three-level general hospital. At the same time, it had given the limitation andexpectation of the research.The main result and conclusion is as follow:(1) It had built the job evaluation model for the three-level general hospital, whichincluding five dimensions and twenty three factors. At the same time, different factors weredivided into different levels. The dimensions and factors are as follow: dimension one is jobresponsibility, which including patient care (eight levels),quality safety (sixlevels),management decision and Implementation (five levels),financial and assetmanagement (six levels), personnel management (six levels),information resourcesmanagement (six levels) and research and development (six levels). Dimension two iscapacity requirements, which including: communicational and relationship skills (five levels),physical skills (five levels), analytical and judgment skills (four levels), emergency responseskills (five levels), innovation skills (five levels), planning and organization skills (fivelevels).Dimension three is knowledge requirements, which including: professional knowledge (eight levels), experience (seven levels), training (five levels).Dimension four iseffort and environmental, which including: physical effort (five levels), mental effort (fivelevels),emotional effort (four levels),working conditions (five levels).Dimension five ischaracter of job, which including: freedom to act(six levels), working relevance(five levels),timing feather(five levels).It had confirmed the weight of the dimension and the factor,the weight of thedimension is as follow:0.36,0.285,0.146,0.117,0.088；the weight of the factor is as follow:0.084,0.070,0.060,0.047,0.040,0.034,0.030,0.065,0.061,0.057,0.030,0.041,0.029,0.076,0.040,0.032,0.026,0.034,0.031,0.026,0.034,0.031,0.022。(2) The job evaluation model has good validity. The result of factor analysis shown thatthe five common factors can contribute to reach at79.39%, and all of the characteristic rootsare bigger than one. The result of structural equation model shown thatχ2/df of fivefactors is smaller than five, RMSEA is0.06, fit index GFI,NFI,IFI,TLI,CFI is around0.90,all the targets in five factors had almost reach similar level, so it is favorite the singlefactor method.(3) The job evaluation model has good reliability and distinction. The result ofmultivariate generalizability theory shown that the generalizability coefficient of compositeuniverse score (0.969) is significantly higher than each factor of generalizability coefficients,and the variance component of relative error (1.171)and absolute error(2.232) are not large,so the job evaluation model have good overall reliability. At the same time, the variationcomponent of job factors caused is the largest, so the job factor is the most important factor,and the job evaluation model has good distinction. Finally, the factor scores and thecontribution of composite universe score is basic agreement, so the score of each dimensionis reasonable in hospital job evaluation model.(4) The result of univariate generalizability theory shown that the senior leaders and thehuman resources experts had higher evaluator reliability than middle leaders in hospital jobevaluation, so it can give higher weight in calculation of job evaluation scores. In addition,from eight to ten evaluators can meet the reliability requirement of job evaluation inhospitals.(5) The result of job evaluation in case hospital indicated that the job value is gradualdecline according the sequence of senior manager, middle manager, basic manager andgeneral staff. On the same level, the value of the clinical post is greater than the medicaltechnology post and the administrative post, the value of the logistics post is relatively small, and the value of the doctor is greater than the nurse in clinical department. In addition, thereason for the difference in same kind of post which in different department is hospitalstrategy and development needs.