Research On The Performance Appraisal Of Doctors In S Hospital

Research ObjectivePerformance appraisal is an important part of hospital human resources and the basis for the long-term development of mixed-ownership hospitals.In China,most public hospitals follow a set of performance appraisal system for physicians,Although this system is beneficial to mobilize the enthusiasm of employees in terms of material benefits,it has some problems such as inconsistent methods,imperfect procedures,and unfair results,which make it difficult for employees to have a sense of professional identity and motivate the enthusiasm of physicians.This research aimed toinvestigate the situation of human resource performance management in S hospital under the New Medical Reform based on MBO,KPI and BSC and analyze the existing problems in the performance management process using the combination of theory and practice in order toput forward suitable method of performance appraisal for S hospital physician and provide relevant policy Suggestions to the development of health services.Research MethodsWanfang,VIP,and CNKI were used for searching studies concerning physician performance assessment.Related data were collected,analyzed,sorted out and summarized.And relevant theories,evaluation criteria and successful experience of physician performance assessment were summarized.S hospital which was a mixed-ownership hospital was selected to collect the statistical report of business income provided by the financial department,and the annual report of the health institution provided by the statistical department were obtained using qualitative and quantitative investigation methods.Questionnaire survey was conducted to understand the current situation of S hospital’s performance assessment and doctors’ satisfaction.Expert consultation was used to screen evaluation indicators.The final index weight was obtained through the weight factor judgment method.The performance appraisal index design theory,performance subject appraisal theory,USES maslow’s hierarchy of needs theory,and incentive theory was used in this study.Research ResultsSome problems in the performance management of physicians in public hospitals in China had been found,such as the lack of scientific performance evaluation index,the lack of timely and reasonable response and effective communication of evaluation results,and the isolation of evaluation by other background elements of hospitals.88% physicians in S hospital had Master degree or above and 52% participants were intermediate and above professional title,with high learning ability and professional skill level.Physicians were not satisfied with the existing performance appraisal,and 56% of them were not satisfied with or had other opinions on the hospital performance appraisal,especially in terms of assessment indicators and incentive,with dissatisfaction accounting for 49% and 47%,respectively.The purpose of performance assessment among physicians in S hospital was related to the hospital’s loose goal and strategy,and the imperfect implementation of assessment guarantee measures.There were problems such as loose assessment indicators,imperfect assessment methods,poor incentive of assessment,and need to be strengthened in the assessment guarantee.Social and environmental factors were the main reasons affecting the satisfaction of clinical doctors in performance assessment.The significance and importance of performance appraisal were insufficient understanding and the concept and method of performance appraisal in public institutions were lacked in S hospital.Research ConclusionS hospital should actively guide,optimize and upgrade the existing physician performance assessment index system through the government.Index system was constructed based on target management and balanced scorecard,the key performance indicators were introduced into on the basis of the balanced scorecard,expert consultation method were adopted to determine the physician performance evaluation indexes at all levels,the evaluation situation of experts was analyzed through the Likert scale,and the weight coefficient were determined on the basis of the analytic hierarchy process(ahp)and weighting factor method.These measures may guarantee that income index comprehensively and objectively reflect the comprehensive situation of clinicians,and conform to the development of hospital strategic orientation.In addition,the hospital leadership responsibility system and the training mechanism of staff and workers should be improved,the hospital management process should be optimized,and the physician incentive mechanism should be established,so as to achieve better development of the hospital and set an example for mixed-ownership hospitals.