Design Of The Broadband Pay Based On Job Evaluation And Performance

Nursing staff in hospital is a provider of nursing service group, directly affect the quality of medical care, the image of the hospital and patient satisfaction. Nursing staff service has increasingly become the core competitiveness of the hospital. At present, the remuneration of nursing staff in governmental hospital is composed of two parts:one part is accordance with the regulations and institutions, according to the seniority and positional titles of nurses to give corresponding level of salary.The other part is closely related to the business income of the departments, with the economic benefits as the main index, which is the core part of remuneration system. The current salary has the limited associated with the individual working quality and workload,so the labor value of nurses can’t reflect and recognise fairly,finally affecting the enthusiasm and initiative in work.With the development of nursing profession of our country, the establishment of the remuneration system can reform the nursing management mode,strengthen professional quality of nurses and make the nurses provide the high-quality medical care service for patients. On the other hand, establishing the remuneration system of nurses also can achieve "the more working, the more paymenf" and "the better performance, the better payment’, and try to appropriately widen the income gap of nurses in different levels. The high payment is inclined to key positions, the backbone of business and who has the outstanding contributions. These can mobilize the enthusiasm and creativity of nurses, is also an important requirement to deepen the medical reform.Given the fact that the new medical reform require governmental hospitals to reform the remuneration system, the establishment of a fair and reasonable remuneration system is important in nursing staff. Combined with the occupation characteristics of nurses and based on the research about the practical situation of remuneration distribution and occupation demands, the study put forward the existing system problem, designing principles based on the broadband pay system,and a fair remuneration management system,which is providing valuable reference for the new medical reform.Researching Methods1.Literature analysisA larger number of document literature about compensation management and the broadband pay system design was got by CNKI, Pubmed, web searching tools and many related books. After carefully screening and sorting, providing a solid theoretical foundation for researching.2. Qualitative analysis Qualitative analysis is the most basic scientific method and widely used in researches,throughout the whole text.3.Questionnaire Survey Method A total of1233questionnaires were distributed to the nursing staff in a governmental hospital,1171valid questionnaires were recovered. There mainly find out the satisfaction of current remuneration system and the occupation development needs, in order to analyze the current status and the existing problems of the remuneration system, and provide the realistic conditions for the research about the broadband pay theory.4.Case Study MethodSelecting nursing staff in a large governmental hospital as the research object, proposing the solution to existing problems.Through the process of transformation of the specific case, provide valuable basis for the reform of the remuneration system. Findings1. Questionnaire results(1)The positive degree:Concerning the nursing staff in a large government hospital,a total of1233questionnaire were distributed,1171valid questionnaire were recovered. The female nurses is96.6%, assistant nurses is6.9%, nurses practitioner is56%, nurse-in-charge is29.5%, professor nurse is4.6%, associate chief and chief nurse is0.6%. Bachelor degree is50.7%, college degree is46.7%,others is3.3%. Contract nurse is89.9%, personal staff is5.8%, missing identity is4.3%. So nursing staff participated in the research actively, which is reflecting the greater focus on the remuneration system.(2)Research findings:17satisfaction items to percentile calculation, the average is only66.3. The score is63,which is the item "comparative your work and your salary". It indicates that nursing staff think the salary can’t fairly reflect the value of their work. This must affect the working enthusiasm of nurses. The item "Have you ever wanted to resign"is only61.9, which reflect lots of nurses have the ideas of resignation. The highest score item is76.2, which is "Do you think the identity of contract nurse influence your work ". It illustrate that the individual identity have impressive influence on nursing staff. Through the researching findings, there is plenty of room for improvement of the remuneration system in the large governmental hospital.2.The types of performance distribution in difference departments.(1)The positive degree:with the help of related departments,the research totally collect performance distribution plans of31clinical departments, which divided into three groups. The distribution elements of Type A departments are only including title,seniority and position. Type B is based on Type A,but including some other individual factors, for example public praise and published articles. Type C is more scientific and reasonable, which including the evaluation index about workload and work quality.(2)Research findings:121questionnaires of Type B were recovered, the satisfaction scores are69.4.327questionnaires of Type C were recovered, the scores are65.5.457questionnaires of Type A were recovered, the scores are68.4. Form the data, the highest score is Type B,the second is Type C, the last is Type A. So scientific and reasonable performance distribution system is necessary. It’not only reflecting the distribution is fair, but also motivating staff,which is more important. The staff activity is the source of organizational development.3. The existing problems in remuneration system of nursing staff(1) The salary level and the value of the work does not match. Salary of the positions can’t reflect the value of the positions, the distance of the two adjoining salary level is small, which can’t reflect the jobs’ complexity,difficulty, job environment and the degree of hard in different positions.(2) The index of performance evaluation should improve the science and fairness. On the one hand, there is a little salary difference of nursing staff when it comes to the same departments, and the difference is from title, seniority, position and so on. The outstanding staff can’t apart from others. The concept of egalitarianism is profound. On the other hand, the economic benefits of department depend the incomes of nursing staff. The workload and work quality don’t play a part in the salary which can’t reflect the value of work.(3) The index of performance evaluation pay attention to the economic benefits. It’s not conducive to the occupation development of nursing staff, and should have a influence on the development of nursing science in the long term. At the present distribution system, it emphasizes the economic benefits and despise the ability of scientific research and teaching. The economic index has a high proportion, which is lack of encouragement to researchers. These lead to the nursing staff in order to keep the salary level, pay attention to the benefits and ignore the creativity of nursing science. As a large general hospital that including treating, researching and teaching, the economic benefits are important, but social benefits is backbone in the long-term development.Researching Conclusion1.The advance of broadband pay theory. Broadband pay system as the most popular moder compensation model in America, also widely introduced and used. It achieve the unexpected effects which the traditional model can’t do it. And the theory and operation specification for broadband pay is gradually improving, the reasonable use will be effective.2. The designing of broadband pay model. Due to the broadband pay model is transformed by the traditional remuneration system, the process of establishing the broadband is the reforming of the structures of traditional remuneration model. It is including five steps:job analysis, job evaluation, position level, designing of broadband level and the application of performance coefficient.3. Job analysis is the first condition in the designing of broadband pay system. Job analysis involves two parts:one is analyzing why the establishment of a job and what responsibility should the job bear. The other one is the staff should have what kind of conditions and qualifications.According to the report of the research, there are two problems of the nursing staff in the governmental hospital. One is the managers are lack of understanding about the important of job analysis valuing the technology and ignore the administration.In this study, using common ways of job analysis which are interview and cross feedback method. The two methods used in combination can through interviews to worker attitudes and work motivation is profound contents are more detailed understanding, workers themselves as behavior observation, often can not easily observed by cross feedback method; in addition, formulated by the relevant administrative department of hospital job analysis form, subjects the nurse with fill. The nurse as first-line nurse managers can more detailed grasp of contents of nursing staff, more profoundly realize the job characteristics and job requirements. Therefore, to collect position information can be real, accurate, feasible implementation of high, professional and strong.4. Broadband pay system is taking performance as the essence content and management soul. In the broadband pay system, determine the position salary is based on the post value factors for each position, while the same salary broadband salary grade is the basis of performance of employees.This study collected nursing staff performance appraisal scheme for a large governmental hospital in31clinical departments. Since the design of the broadband pay system is through the process of reforming traditional salary, basic research is summarized in the existing compensation assessment, combined with the KPI key performance indicators principle, build the nursing staff performance appraisal forms of organization, responsibility assignment,assessment and process, the preliminary design scheme of performance evaluation indicators of nursing.5. Broadband salary structure design. Nursing personnel salary=basic wage+salary salary salary salary, which is divided into the post level wage and performance wage, the former is based on the nursing job level value and market compensation, the latter is based on performance appraisal results to decide. While the basic salary consists of labor wages, education, seniority wage and various allowances and subsidies, must execute the state, local and higher administrative departments.