A Study On The Reform Of The Middle - Level Cadres' Competition In The Top Three Hospital

Nowadays, our medical institutions, especially public hospitals, are in the direction of marketing and professional development. They are important links in the supply chain of public services and aim not only to obtain economic benefits, but also to get social benefits. The first-class hospitals are the highest rated hospitals in our country, which means they have the highest level of medical technology and enjoy an authoritative reputation in the patients. Thus, if they want to stand in an invincible position in the highly competitive medical market, they must enhance the medical technologies as well as management skills. The middle-level cadres are the key link of the team, who are the backbone of the hospital and guarantee the successful implementation of hospital regulations and measures. They play an important role in the development of the hospital. Selecting outstanding middle-level cadres becomes the most important task of each hospital.This article takes Shanghai Tenth People’s Hospital as an example. Through literature research, questionnaire investigation and interview method, we carry on research and discussion on open selection and competition, including direct leader-appointed method and the open selection from year2012. In this process, we analyze its historical conditions and limitations through questionnaire investigation on employee’s representatives. On this basis, we will use competency model to reform the selection of middle-level cadres.First of all, this article uses literature research method to summarize inner quality of middle-level cadres, the status-quo of selection and the evaluation of middle-level cadres. Then, we analyze the direct appoint method before2012, including its historical conditions and specific measures. We think although this method suited planned economy at that time and had a high efficiency; it still had a high subjective consciousness. Under this method, the development of hospital and initiative of employees was seriously influenced.Next, this article carries on researches on open selection and competition of middle-level cadres after2012. In this method, standards of cadres and the elected cadres are transparent to all the employees in the hospital. The competition presentations are using as the method of interview. In the process of evaluation, the hospital uses different standard to clinical department and functional department. Until2012, the competition of cadres steps into a regular way. However, in the questionnaire, this article collects viewpoints of456employees in the hospital. They express their ideas on evaluation method and other aspects. Through data analysis, we find that employees think the participation of them is not enough.Finally, according to the appeals of employees, this article introduces competency model from human resources-related theory. And we construct a full competency model, in order to provide measures to the reform of middle-level cadres program and help it become more perfect.