Study On Human Resource Management Of Municipal Public Hospitals—Taking DT Hospital In Shandong Province As An Example

The human resource of public hospitals,mainly including knowledge-based employees,takes the core position and is the basic power for promoting hospital operation.They can provide the manpower and intelligence support needed for the continuous development of hospitals,thus assisting the hospitals to obtain the core ability for sustainable development in market competition.It is significant to establish a high-quality public-hospital human resource team for improving medical and health service ability and people's health conditions and realizing “Healthy China in 2030”.Therefore,it is theoretically and practically significant to comprehensively and systematically analyze incentive status of public hospitals,summarize problems and primary causes and specifically propose the solution thoughts and measures for more effectively motivating the employees.In this paper,the deepening of the medical and health reform was regarded as the background.The DW hospital in a certain city of Shandong Province was used as the research object,combining five elements of the incentive mechanism: the induction factor collection,the behavior-oriented system,the behavioral amplitude system,the behavioral space-time system,and the behavior planning system.According to literature research,questionnaires and interviews,the incentive needs of hospital staff and the degree of satisfaction with the factors and status of the hospital's incentives are analyzed to find the problems in the incentive mechanism of DW hospitals and propose an optimization plan for DW hospital incentive mechanisms.According to the research,DW hospital has many problems in the human resource incentive mechanism.Firstly,unreasonable salary incentive mechanism and dissatisfactory social benefits are the primary causes for the resignation of medical personnel;secondly,the performance appraisal system is imperfect,and medical personnel's pay is not directly proportional to their return;thirdly,the medical personnel has excessive work stress,and this is not significantly concerned;fourthly,the human resource training and the career planning are improperly implemented,thus causing dissatisfactory professional awareness;fifthly,the high-level management personnel of the hospitals fails to sufficiently concern the employees,and the front-line employees are too tired to deal with the work and have large mental stress for a long time,thus severely influencing their physical and mental health development;sixthly,the value guiding function for the cultural construction of hospitals is not strong enough to form centripetal force.In order to solve the problems existing in DW hospitals,it is necessary to combine the medical reform policy requirements,from the aspects of material incentives and spiritual incentives,DW hospital incentive mechanism optimization program is drawn from the perspective of salary distribution,performance assessment,employee use,training system,leadership care,and cultural orientation.The first is to improve the remuneration system and establish a fair remuneration distribution system;the second is to improve the performance system and establish an effective performance appraisal mechanism;the third is to make rational use of human resources and relieve the pressure on staff;the fourth is to strengthen personnel training and development to guide employees in their career development;the fifth is to formulate and implement a staff health plan to ensure that staff care is in place;the sixth is to play a culturally oriented role and to increase employee centripetal force.