Research On The Optimization Of Financial Performance Appraisal In Nanxian People's Hospital

The performance assessment of public hospitals is a hot and difficult issue in the current hospital management field.With the advancement and deepening of medical reform,the development model of hospital management will gradually shift from inertial management,ability management to scientific management and institutional management.In this process,the hospital's financial performance appraisal system will play a very important role.It is the basis for hospital appraisal agencies to evaluate the results of hospital reforms,and it is also the basis for hospital managers to carry out management improvement.It is of great practical significance to build a scientific and effective financial performance assessment system that meets the actual needs of the current transformation and development of public hospitals.The research object of this article is Nan County People's Hospital,which belongs to county-level public hospitals.Performance appraisal of county-level public hospitals in China started late,and it still stays at the initial stage.There is a general unscientific design of performance appraisal system,and performance-based wage reform is still linked to economic income.What's more,the small amount of performance pay distribution is still another prevalent problem.Based on the further analysis of the causes of the hospital performance appraisal problem,this paper considers the particularity of public hospital performance appraisal,compares and selects MBK model as performance appraisal method,formulates optimization program guiding principle,and determines strategic objectives and hospital-level performance indicators,respectively from clinical,medical technology,medical aid and administrative logistics.On the level of the four types of departments,the hospital's performance appraisal system is optimized,and corresponding comments are made on the use of the appraisal results.It is pointed out that the performance appraisal work must be implemented smoothly,and the performance communication mechanism must be perfected to improve the application of employee performance appraisal results.I hope to have some reference value for the performance appraisal work of Nan County People's Hospital and other public hospitals.