Research On Optimization And Implementation Effect Of Performance Evaluation System For XJ Hospital

With the development of the reform of national health system,the management pattern of public hospitals has drawn much attention.In order to keep developing in the fickle market and the reform of medical system,public hospitals need to base its plan on the current situation and strategic goals,take advantage of modern management tools and establish a human resource management system that fits for the medical sector and public hospitals.Performance management is a key factor of human resource management and for improving hospitals' competitiveness.The major issues to be solved for public hospitals are to identify the problems of the current performance appraisal system and to establish an appropriate system so that they can obtain the competitive edge and realize their strategic goals.In regard to performance appraisal,abroad has formed a relatively complete theoretical system and practical results,but due to different national conditions,there exist great differences in each particular case of the hospital,foreign research results cannot be copied entirely.,performance appraisal has been widely used by all sorts of organizations in domestic,but related theoretical study is still lags behind.Most of the researches only discuss the problems of performance evaluation tools,but failed to pay enough attention on the reaction which could be triggered by different performance appraisalof employees.Also,the effectiveness of the performance appraisal is not perfect.Combined with the particular characteristics of public hospitals making research on the performance appraisal system of public hospitals has become a hot topic at present.Based on this background,this paper studies the performance assessment of XJ hospital.In this paper,the approaches of research are literature analysis,case study and survey methods,etc.On the basis of fully understanding the current research status of hospital performance assessment at home and abroad,this paper reviewed the connotation,contents,principles,requirements,objectives and procedures of performance assessment.The two methods of Balanced Scorecard and Key Performance Indicatorsare emphatically analyzed.Secondly,through the analysis of the development process of XJ hospital assessment and the analysis of the current performance appraisal system,we identify five problems in the current performance appraisal of XJ hospital,respectively is:(1)the existing indicators are too general,monotonous and homogeneous;(2)the setting of performance assessment indicators is not comprehensive and cannot fully cover all staff;(3)the weight distribution of indicators is not reasonable;(4)the current performance assessment indicators cannot reflect the supporting role of the overall strategy of the hospital;(5)insufficient application of performance appraisal results.And to solve above problems,this study consider the overall principle,the diversity principle,the prospective principle and the operational principle as the guiding principles,combined balanced scorecard and key performance indicators,redesign the specific indicators like financial dimension,patients' dimensions,internal operational dimension and learning dimension with scientifically perspective,and determine the index weightaccording to the experts' consultation,therefore construct the overall performance appraisal system for clinical department,medical technology department,nursing department and functional department.And then,according to the specific situation of XJ hospital,we put forward the concrete measures to implement the performance appraisal system from three aspects of organization,system and culture,so as to promote the smooth implementation of the redesigned XJ performance appraisal system.The new performance appraisal system has made the maximum advantage of current evaluation system of XJ hospital.The performance evaluation indicator system is more scientific and reasonable,the hospital human resources management system and hospital management situation are improved.This study also provides some reference for other public hospitals to design performance appraisal system.