Research On Performanve Appraisal Of The Third Internal Department Of J Hospital

With the 40 years development that full of changing,some domestic economic systems have been found and continue to be expanded. However, the medical industry develops relatively slow due to the outdated planned economy.The Department, to the individual of performance appraisal and the corresponding according to the results of the assessment honor appropriate rewards and punishment, promotion and so on some human resources management primary way has been widely used in some hospitals. While at the same time, the irrationality of the assessment and with appropriate incentives, promotion incentives are not scientific fitting, the motivation level of the medical personnel must not get excited, and further lead to the result is common in public hospitals, efficiency problem still can not be resolved, regardless of talent efficiency and capital efficiency, with the demand of the society have a certain gap.Balanced score card appeared since the 90 s of the last century. After 20 years, the development and application of three times has been reflected advanced. Therefore, in recent years, there have been some hospitals as hospital performance evaluation tools and evaluation of the application of balanced scorecard. However, the theory and methods of human resource management are basically completed in the western countries, social and cultural background, and the social and cultural background of China is far from. From the point of view of human resources motivation theory and motivation origin, different social and cultural background of human motivation causes of the gap will be very large, it is necessary to understand the motivation and motivation of public hospital medical staff in the context of Chinese social culture and the impact of the performance appraisal and evaluation of the balanced scorecard.Through learning the theory and research of human resources, knowledge and questions on the above issues, with these issues on a sample hospitals-- J hospital three subjects research: discussion, questionnaire survey, analysis and summary, initially produced to the hospital; Beijin medical staff understanding the genesis of the motivation and the balanced score card produced in the operation of the Department, for further in J hospital fully open the Balanced Scorecard assessment and evaluation of the work the basic test.The results of the study show that: the hospital; Beijin medical personnel needs of survival needs, security needs, such as low level higher than the social needs and respect demand higher levels of demand, higher than the performance appraisal of performance related pay necessary to sustain life in the basic wage for the degree of attention, relative in terms of a steady paycheck, medical personnel don’t like adventurous performance based pay for performance; high titles of medical staff, for self actualization needs of high levels of demand and Department of humanities environment is higher than that of low professional medical staff. The medical staff of the balanced scorecard is generally inconsistent, the balanced score card in addition to the other three dimensions of business and economic dimension showed significantly more of the conflict. The inconsistent reason is in addition to the Balanced Scorecard a complete lack of understanding, lack of Balanced Scorecard to realize the value of the confidence, motivation of its inherent culture may be the main reason. Therefore, the balance score card in the current situation of public hospitals in the application, the resistance will be great.This article raises some optimization strategy downwards the human resources management in J Hospital. Incentives for managing staffs work motivation through Balanced score card to learn, grow and increase customer satisfaction. Cultivation of talents should be synchronized with the implement of Balanced score card in order to achieve better smoothness. On the basis of this, the human resource management method, which is based on performance appraisal and evaluation, is gradually introduced. In the operation of Balanced Scorecard in public hospitals, in terms of weight should first from the aspects of business and economic indicators of the weight of the other three dimensions from low to high gradually increase the weight, reduce medical staff resistance to the balanced scorecard, get more recognition, support based on gradually fully operational balanced scorecard assessment and evaluation. In honor of the performance evaluation results, should consider the internal causes and external causes of employee motivation of dual phase excitation, can achieve better effect of increased levels of motivation.