Research On Construction Of Human Resource Performance System In Gulin People's Hospital

It is well known that the value created by a mental worker can be infinitely large.With the continuous development of the society, the medical industry has been positioned as a knowledge intensive industry, the hospital as the main body of the medical industry, the requirements for personnel knowledge and skills are also getting higher and higher. The dual nature of the hospital's specific public welfare and market needs to compete with peers or non peers on the scarce resources. As a small hospital in the capital, resources, channels are more than large hospitals, lack of the talent competition advantage, as a small hospital in the "people"management in this regard,we should pay more attention to the construction of human resources management system.The people's Hospital of Gulin County belonging to the small hospital, in the hospital leadership staffs joint efforts,the hospital in the scale,business volume and the number of personnel, with the rapid development, in the development process also highlighted many management problems. This paper is mainly the actual case with the Gulin County People's Hospital, to explore and reflect on the major problems existing in the human resources management of the hospital, combined with the actual case, the study of domestic and foreign advanced management,exploring various management and salary,finally find a set of suitable for China to the development of human resources management system.Through the application of the newly established human resource system, it has solved the important problems of human resource management in the hospital. The whole implementation process,completed the main aspects of this work: first, post management,mainly on the development of hospitals required post carding,and designs the job description manual contains post entry requirements, job responsibilities and other content; two, the job value, through the important factors into positions, such as education, life requirements, risk and innovation ability,a comprehensive evaluation of the post,post formation coefficient, as an important basis for performance bonus distribution; three, job preparation, combined with national policies and the needs of the hospital,the hospital carries on the design to the overall system,and according to the characteristics of different professions, preparation and hierarchical design of each department; four performance management, change the past to economic index based assessment model, change is more in line with the national requirements, meet the needs of hospital development To better reflect the fair assessment mode,a new evaluation model for the integration of RBRVS,BSC,KPI and other advanced tools of the comprehensive performance evaluation model, the hospital most of the staffs approval; five, information construction, by means of information, to cure the hospital human resources system, standardize the management process at the same time in the and improve the management efficiency,solve the human resources management departments of the status of waste time in the routine work, so that they can spend more energy to engage in real management work.The results of this paper can prove that the competition between hospitals is the competition of talents, and the level of human resource management directly affects the development of the core competence.With China's accession to the WTO, the medical service industry by the impact of the international market, the public hospital system only through continuous improvement, in order to adapt to the changes in the medical market, including the reform of hospital human resource management and allocation, to ensure that the hospital can further improve their working efficiency in the operation process of normal,and to maximize the potential of workers to play, to help the hospital to become bigger and stronger.