The Study About The Incentives In The Salary Administration Of Public Hosapitals In Qingdao

A fair, open salary excitation system plays an important role inpromoting the development of the hospital. As a direct, powerfulcommunication means and incentive tools, a scientific, effective incentivesystem has an irreplaceable role to attract and retain talented people,improve employee morale and improve the core competitiveness of the hospital.How to adapt to the current situation of modern medical management patternand the national medical and health system reform, to establish a fair,scientific and reasonable performance appraisal and salary incentive system,is currently a major to be solved for managers in the public hospitals.With the deyelopment of market economy and China getting the membershipof WTO，the reform of healthy and medical care is progressing deeper，whilea new hospital management system will come into being．The public hospitalis as the great part of the national medical care Resources．It should notonly offer high quality and high-efficient medical products to people，but also meet the needs of national medical care reform．In modern hospitalmanagement，salary plays an important role in attracting， keeping andmotivating staff. Compensation is not only the production cost function oftraditional hospital， but also the core content of hospital human resourcemanagement. Under the new system，it is the essential problem which thehospital managers should consider that how to manage the compensation， howto set up an effective compensation management system，and how to raise thecore competitive ability of hospital．Along with the health system reform， the new medical reform programimplementation， the diversified medical pattern， the medical marketcompetition is becoming increasingly fierce."Medical treatment isdifficult and expensive" has become the focus of national attention， theabolition of public hospital for many years "bonus" concept， comprehensiveban "department contract， billing royalty， medical personnel directlylinked， bonuses and Department income bonus and drug income" and otherdistribution methods， establish a new performance salary distributionsystem， is placed in all hospital of the subject before. The hospital’score competitiveness， the competitiveness of human resources in a veryimportant position， it is unique to the hospital， the formation oflong-term and can become various talents to enhance competitive advantage for the development of the hospital hospital， they continue to provide therequired intelligence support， so as to ensure that the hospitalcompetition core ability of sustainable development in the competition.Therefore，a comprehensive and systematic analysis of the current situationof incentive and performance evaluation of public hospitals in China， putsforward the ideas and measures to solve the problem， effective incentiveto employees， has important theoretical and practical significance.This paper selects the compensation incentive management of publichospital in Qingdao city as the research point， first defined the conceptof compensation management of public hospital，， put forward incentivefactors and characteristics in the salary management， sums up the salarymanagement function. Secondly， this paper introduces the equity theory，two factor theory， expectation theory according to the theory， incentivetheory， process of Malos’s hierarchy of needs theory， compensationmanagement. Then，this paper introduces the basic situation of compensationmanagement of public hospital in Qingdao City， summarized the achievementin the process of the salary management incentive: honor， scientificresearch innovation award， bonus， year-end bonuses and year-end appraisalof medical accident reward， punishment， and problems arise: subjectivedecision the proportion is too large， job performance appraisalimplementation measures the lack of preparation， personnel in the sameposition and different preparation of wages. Moreover， analysis of thecauses of these problems: Institutional deletion， lack of performancemanagement， reasonable and effective salary enough to constitute a lackof reasonable and scientific. Finally， this paper puts forwardcorresponding countermeasures and suggestions to improve this situation:salary structure more reasonable， scientific， positive and negativeincentive system of Higher Vocational College， talents， high-levelpersonnel to implement the annual salary system， perfect the way ofmanagement，job performance to achieve equal pay for equal work，to perfectthe compensation management of public hospital in Qingdao City， incentivefactors， effectively solve the incentive the problem of compensationmanagement of public hospital in Qingdao City， provide decision-makingbasis and reference value.