Study On The Effect Of Performance System In Special Hospital Of Shenyang City

Objective:Hospital Performance Management is a favor to the hospital to obtain abreakthrough competitive performance management system. It can long-term strategyof the hospital and the hospital’s recent behavior is reasonable to combine not onlyeffective in the short term to improve the level of hospital services, the quality ofmedical care, but also for the long-term vision for the performance of a system, theevaluation index to make it The conducive Hospital sound and rapid development.The medical industry is not only saddled with the health of the broad masses of thepeople, need to have a strong work ethic and professional integrity. The ultimatepurpose of the performance appraisal is not simply the distribution of benefits, but topromote the growth of hospital workers. Problems are identified through theevaluation, improvement of the problem, identify gaps and improve, and finallyreached the government, employees, patients tripartite satisfactory results. Therefore,the hospital management, performance management system performance managementsystem is a comprehensive set of system science become the focus of this study. Inview of this, the study through specific practices internal performance evaluation to aspecialist hospital in the city to study, analyze the achievements, to further explore therole of a performance evaluation system specialist hospital management, carry outperformance appraisal management specialist hospitals were bold attempt.Methods:Conducted a literature review of the current status quo of the domestic hospitalperformance management, causes and influencing factors. Mainly to collect, identify,organize the literature, formation collate and analyze facts and through the study ofliterature. Using EXCEL organize a specialist hospital in Shenyang City, the nearlythree-year performance evaluation results, analyze the data and descriptive study.Results:The past three years,18clinical departments performance evaluation results oflongitudinal comparison can be seen, the score of17departments is graduallygrowing, the growth rate of94.4%. The growth rate is highest. Department ofultrasound power, increased by11.3points.In the Department of Ophthalmology andDepartment of psychology,the growth rate is the lowest,2.2point increase from2009to2010; asthma score declined, but the decline is not large,2011total growth. Thus,conducting hospital performance management assessment,94.4%sections of each jobpresents be on the upgrade of the positive momentum of development, performancemanagement is to promote the hospital indicators improved effect. Conclusions:Hospital department performance evaluation results in rising, rising patientsatisfaction, the complaint rate dropped significantly, the business indicators haveachieved a historic breakthrough, hospital benefits substantial growth. The mainproblems: First, the existing performance appraisal program focused on hospitalexamination of the various sections of the performance evaluation is not completelydecomposed to the entire staff. The second is the performance evaluation index is stillnot comprehensive enough and the degree of integration of the strategic objectives ofthe entire hospital. Is drawn up annually to modify a performance evaluation system,lack of flexibility, not fully keep up with the development of the hospital’s footsteps.Hospital performance management system is out of touch with the human resourcesmanagement system. Improvements: attention to the refinement of performanceevaluation in the future development of performance appraisal system should be toimprove the standard of performance appraisal indicators, integration with the hospitalstrategic goals. Hospital development dynamic and superiors requirements of, at anytime to adjust the performance appraisal evaluation. Continue to explore theintegration of hospital performance management systems and human resourcemanagement system.