The Research Of Public Hospital Performance Management In The New Medical Reform Situation

The public hospital is an important component of medical insurance system inChina, also is the main choice of seeking medical advice and medicine. Whetherpublic hospital assume serving the public as their responsibility directly affect thesignificant livelihood issues of people medical and health services. With thedeepening of reform, the public hospital is gradually introducing the marketmechanism. Accompanying greatly promoting medical standards in public hospital,mobilizing job enthusiasm of medical staff, and causing the alienation of the publichospital service concept, the public hospitals make getting more economic benefitsfor the purpose of operation, gradually neglect the responsibility of the public interestthey should take. The concentrated expression of this contradiction is that poor accessand high fee are major problems in society, even causing some intense conflictsbetween Physician and Patient, resulting in serious consequences. In order to improvethe relationship between Physician and Patient and to promote the rational regressionof public welfare attribute in the public hospital, our country put forward the newmedical reform program. One of the important contents of the new medical reformprogram is the public hospital reform. The main purpose of public hospital reform isthe regression of public welfare attribute in the public hospital. In order to ensure thepremise of the operational efficiency in public hospital and the public enthusiasm ofmedical staff, realizing the regression of public welfare attribute in the public hospitalmust restructure the public hospital performance management system, achieve thecombination of hospital public welfare attribute and economic attribute, thecombination of individual performance and the hospital performance.At present, some public hospitals in our country have carried out some moreadvanced performance salary management measures. The performance salary management carries out assessment around on each job functions and tasks, bypredetermined different criteria of assessments and grades, directly sequencing themedical staff assessment results, ultimately determine the salary standard of medicalstaff. Because the performance salary management measures are around on jobfunctions and tasks to design performance assessment index, therefore, we mustadvance definite the setting and evaluation content of each medical post,whichrequires the performance management personnel should be familiar with each postbusiness content. In general, the performance salary management eventually decidedto pay will be composed of three parts. First is the position salary, which is thefoundation and the main medical staff salary. Second is the yearly wage, similar to thetraditional sense of seniority salary. Third is the performance salary. This part ismainly decided by performance salary management. In short, the performance salarymanagement measures are to follow the enterprise operation mode, can greatlypromote the public enthusiasm of medical staff, more effectively coordinate theinterests of medical staff and hospital, so that make medical staff focus on the benefittarget of department and hospital.However, the performance salary management measures have to some extentplay the function of salary motivation, at the same time, can also provide basicprotection for medical staff wages, but because the performance salary managementmainly follows the example of the enterprise performance management measures, soeasily lead medical staff to purely pursuit economic interests, ignoring the otherservices. In addition, because many hospitals are taking economic interests as theirgoal, so in the operation of the performance management measures, performancemanagement personals easily ignore the inherent relationship between positions, themedical staff, Physician and Patient and so on, simply quantify the economicindicator to measure the performance standard, or even causing the alienation of thework thought of medical staff, leading some violate the hospital property happened.Therefore, in order to change the management goal of hospital especially publichospital, make the regression of public welfare attribute in the public hospital, theperformance salary management system in public hospital at present should bereformed and reconstructed, establishing the performance management system which needs the new medical reform program and the public requirement. While the papermainly take H hospital in Jilin province as a case, analyzing the current performancemanagement problems in H hospital, aiming at these problems, combined with thenew medical reform requirements, using modern performance management theory forreference, from the macro background of analyzing the new requirements of the newmedical reform on public hospital performance management, making modernperformance management theory as the foundation, combined with our country publichospital ’s practical situation, put forward how to establish new methods and patternsof the public hospital internal management that needs the new medical reform. Thepaper put forward the specific ideas and measures to improve and perfect all aspectsof the public hospital performance management, proposing a more scientific andreasonable assessment method on performance, efficiency and benefit of hospital,department and staff, hoping to be able to further promote the medical reform in ourcountry.