The Study On Optimize Nursing Performance Management In Basic Hospital Of Panyu District

The opinion of the CPC central committee of the state council on deepening reform ofmedical system issued, at the same time the medical system reform was also followgradually unfolded, the especially difficult problem of hospital management is how to makemedical staff mobilize enthusiasm and the medical nursing care improve, so as to promote thescientific development of the hospital. the core of Design performance management system isto make a scientific and reasonable performance evaluation system. The previous distributionmechanism is according to the workload to distributed, but the new method is not onlyemphasizing medical work enthusiasm, but also reflects its public welfare, according to theworkload in the distribution and the quality at the same time.Human resource is the most valuable resources. financial resources, material resourcesand information resources of hospital.when the people combine with each other the greatefficiency and effect is produced, the talents leaving will cause public hospital great damageand loss of technical advantage, reduce the returns of talent training investment, increasemanagement and training cost, and the workers’ centripetal force and cohesion is insufficient,the hospital management risk also increase greatly. Human resource is an importantcompetitiveness part of the hospital, enhance the human value through the management, soas to improve hospital social benefits and economic benefits. In order to increase the humanvalue,it must to arouse the enthusiasm, initiative and creativity of wokers, must have anoperationable incentives. To establish an effective human resource incentives is the importantlink of the performance evaluation and salary system, it also can be used to promotion,training, awards.Now, the hospital nursing performance management still have many problems that needto improve and reform, and these problems hinder the hospital reform and development, thehospital nursing management also have difficulties: department want more nurse, moreholiday, the head nurse scheduling passive, no people want to work in late evening, no one dothe dirty bitter tired work, the clinical people performance is lower than the other, thenurse learning enthusiasm is not high.The goal of this paper is to to strengthen the management of nursing vertical authority byusing performance means, the the head nurse distribution take by nurses department, not bythe traditional distribution method, the distribution of the nurse formulated by nursesdepartment, according to the particularity of clinical nursing work,let the high technical, highrisk nurses higher. The panyu district bsaic hospital performance management found on theoriginal management system,make the change of Performance evaluation to the performance management,focuses on the department management,Through the nurses vertical management can avoid unfair distribution in performancemanagement, that reflect the labor force and professional of the staff, reflect the distributionnot only according by workload but aoso by the quality of the work. Nurses’ enthusiasm canbe mobilized greatly and the nursing service quality is improved. Nurses department havethe power on the nurse’s job quality, and define the performance salary, performanceevaluation, let each nurse can find their own position, the nurse’s comprehensive quality andwork enthusiasm can be improved, nursing staff improve their own core competitive ability.Through establishing optimal nursing staff performance evaluation system, improvethe initiative of the nursing staff, improve the quality of nursing team.In order to makepeople match their woke,to establish an effective nursing staff performance evaluation systemis important. In the nursing work analysis is the main source of assessment standards, becausethe performance is multidimensionality, so to set standards for nursing personnel assessmentshould be many dimensions to the analysis, including the work performance, work relatedskills and unity, labor discipline and sense of responsibility, service initiative. Differentdimension give different weights, and the focus of the assessment should be based on theweight.To set up a perfect performance management system is important for improving thenurse’s enthusiasm, initiative and creativity, and improve the core competitiveness of thehospital,. The new distribution system is According to quality, the portfolio, performance,cost management.not by the basis of accounting balance. According to the characteristics andlaws of the nursing staff, an attempt to optimize performance evaluation management,encourage employees to improve the work quality and efficiency, and improve the nursingservice quality.