Optimizatios Of Performance Management System For Clinical Medical Staff In L Central Hospital

With the increasingly fierce competition in the medical market,the demand for medical institutions from the single treatment technology is gradually turning to the service,and other aspects of the environment,public hospitals are facing not only keeping the non-profit of the hospital,but also mobilizing the enthusiasm of the workers.And the effective performance management can solve the low efficiency,fully mobilize the enthusiasm of the staff and workers.Based on the theory of performance management at home and abroad,combined with the current situation of performance management research at home and abroad,this paper comprehensively uses the modern management tools and methods such as literature research,interview and questionnaires to analyze the performance management of clinical staff in L central hospital System was studied.Through the study,we found a series of problems in the hospital performance management system,just as:The performance management system is out of line with the strategic objectives of the hospital,the performance management process is not complete,the assessment mechanism is opaque,the performance feedback and communication links are missing,unreasonable application of performance results,etc.And analyzed the main reasons for the above problems.According to the level of hospital management,the strategic objectives are decomposed,and the balanced scorecard method is used to design the performance indicators,and the key performance indicators were used to design the personal performance indicators,Combining with the current situation of the hospital,the staff were classified into the middle and ordinary workers,and for ordinary workers with different levels of professional titles were distinguished,combining with the characteristics of different categories,the performance index of the detailed design.This article made innovations are mainly from the performance management tools and methods,breaking the traditional 360 degree performance evaluation method,applying BSC and KPI to optimize the performance management system,the original performance management system of the hospital is improved,and the missing performance communication and performance feedback link are designed.Through the redesign of performance management system for L Central Hospital,it has played an important role in solving the low efficiency of staff and workers and mobilizing the enthusiasm of staff and workers in the actual operation of the hospital.The conclusions of this paper have certain reference value for the establishment of an effective performance management system in the same level,internal and external environment of public hospitals in the process of adapting to the new market competition.