Research On Performance Related Pay Reform Of Guangdong Province Hospital Of Chinese Medicine

ObjectiveIn this study, which is an important part of research of the performance related pay reform of State Administration of traditional Chinese Medicine, I take the new medical reform pilot hospital-a Guangdong province county hospital of traditional Chinese medicine as the research object, take the performance related pay reform as the starting point, analyze the implementation plan of performance related pay deeply in this hospital, know the reactivity and satisfaction of performance related pay from staffs, do comparative analysis on business income and employees’wages after the implementation of performance related pay, discuss the achievements and problems, and analyze the profound reasons, propose feasible suggestions, inspire the staff s initiation and creativity, promote the reform of performance related pay in county hospital of traditional Chinese medicine, do what little one can to help for the development of the Chinese medicine in the grassroots, and provide evidence for the relevant government departments to make decisions.MethodsIn this study, combining the performance related pay policy with the reform of medical and health system, firstly I consult a lot of valuable literature through literature research method, sum up the salary reform process of institution, analyze and sum up the performance related pay reform at home and abroad, thus gain a common principle of income distribution system. Secondly, through fieldwork, 1interview representative Guangdong province county hospital of traditional Chinese medicine, using semi-structured interview and questionnaire survey, obtain first-hand information and related data, using system approach, case method and empirical approach, to analyze the implementation scheme of the performance related pay system in Guangdong province county hospital of traditional Chinese medicine, and the responsiveness and satisfaction of the performance related pay in the eyes of staffs, using comparative analysis, make comparative analysis of the changes about the business volume and employees’wages after the implementation of performance related pay.ResultsThe achievements:1. The reform of income distribution system, as an important part of the new medical reform, promotes the implementation of the new medical reform smoothly.2. The implementation of performance related pay, makes the hospital realize the social benefit, and improve its economic benefit at the same time.3. The performance evaluation index of traditional Chinese medicine and the corresponding dynamic incentive system, make the characteristics of Chinese medicine of hospital be playded.4. The setting of distribution coefficient and performance evaluation index, to a certain extent, reflects the responsibilities, the risk degree and distribution offhand work and good work principle, arouse the enthusiasm of the medical staff.Problems:1. The government financial compensation mechanism is not perfect, and the total wages of performance that the hospital can control are limited, award of performance related pay holds smaller proportion.2. It lacks the relevant training on the subject of examination, before the development of performance related pay schemes.3. The implementation of performance related pay policy, does not enough propaganda on the staff, and the staff s participation is not enough.4. The scientific of performance evaluation index system needs to be strengthened.5. It is short of staffing, and it is hard to realize equal pay for equal work, in this case, it is not good for the perfect cooperation of the team.6. The assessment of the administrative or logistical sections, lacks dynamic incentive mechanism, thus it is not conducive to raise the level of management.7. The application of evaluation results is not enough.ConclusionThe hospital has made certain achievements since the implementation of performance related pay. But the performance related pay reform is a gradual process, which is impossible in one step. In the process of implementation, there are various internal or external factors, facing many complex problems. What’s the most important, when the hospital makes the concrete scheme, according to its strategic goals, it must firm development direction, represent the interests of most workers, uphold the principle of fairness, justice, openness, establish scientific performance appraisal index system and distribution plan, do communication and coordination well, and make the performance related pay scheme have space for further improvement. Secondly, needing the support of the government and the support and cooperation of the relevant departments, otherwise, even if it changed, it would not be a radical reform.