The Application Research Of Management Post Performance Appraisal In Clinical Ward

BackgroundUnder the situation of deepening the reform of medical and health system,in order to solve the contradiction between people’s growing demand for a better life and unbalanced and inadequate development,and achieve the strategic goal of"healthy China",it is imperative for public hospitals,as the major medical service providers,to construct a set of modern hospital management system.Scientific performance management is an important part of modern hospital management.In the improvement of hospital internal performance management,talent management is the most important.The establishment of performance appraisal matching with the post can reflect the service fairness of medical workers and reflect the labor value of medical workers.The rational use of performance appraisal results can also play an incentive and guiding role in the overall management of the hospital.Clinical department managements are core of the hospital’s high quality and efficient operation and the backbone of hospital management.to clinical business department management positions for scientific,standardized and effective performance appraisal,to promote and facilitate clinical,nursing,management and so on each work,continuous improvement,make the hospital in the fierce competition environment continuously to solve various problems,to raise their competitiveness,rapid development,so as to realize the strategic goal of the hospital.ObjectiveThis study aimed at Q hospital department managements,the effect of the performance appraisal system has made a comprehensive analysis.Founding that performance appraisal indexes and possible problems in the implementation process,to provide ideas and Suggestions for the next step to improve.Improving the hospital system of performance management,come to the virtuous cycle of hospital management job.MethodsThe research materials mainly come from three aspects:existing policy documents and related literatures,performance assessment score reports of management positions in hospital business departments,and qualitative interview materials of key figures.In this study,80 wards and departments of Q hospital were selected as the research samples,and the assessment scores from the second quarter of 2017 to the fourth quarter of 2018 were collected and divided into four categories for descriptive comparative analysis.On this basis,8 heads of 6 departments were selected for focus interview.The quantitative data of this study were analyzed by EXCEL2016.The research methods were descriptive statistical analysis and comparative analysis.The qualitative data were analyzed by Nvivoll.ResultsSince the implementation of the performance appraisal system for management positions,the score of the performance appraisal for management positions in wards and departments of the hospital has been on the rise as a whole,among which the upward trend is the largest in pediatrics and the most stable in surgery,and the overall assessment effect is good.Infection management,medical insurance management,medical management,pharmaceutical management and financial management are the main score deduction indicators of various assessment departments,which have the greatest impact on the assessment score.The score of surgical departments in the surgical system was similar to that of the obstetrics department,while that of the internal medicine system was similar to that of the pediatrics department.There are many hospital assessment indicators,and the weight of indicators reflecting patient satisfaction and public welfare of the hospital is set to be small.In addition,the assessment is too general,many indicators do not meet the actual clinical situation.According to the interview results,there are still a series of problems in the assessment process,such as the application of assessment results,assessment feedback,department management,etc.Conclusions and SuggestionsSince the implementation of performance assessment for management positions for 7 quarters,good results have been achieved,but whether the indicator system is scientific,the type of department,the attitude of the person in charge of the assessment,the feedback and communication of the assessment are all-important factors affecting the effect.It is suggested that the construction of the indicator system can refer to the balanced scorecard,and combine with the actual situation in China,and timely adjust and improve the assessment index to make it fair and scientific.According to the characteristics of the department to carry out the classification assessment,to achieve refined assessment,to avoid the "one size fits all" phenomenon,but also to avoid the problem of"eat big pot".It is necessary to strengthen the construction of the performance appraisal system,divide the strategic objectives of the hospital into clinical business departments,clarify the functional responsibilities of the director of clinical business department,increase performance communication and feedback,and rationally apply the results of performance appraisal.The hospital also needs to strengthen the support to the department,to solve the difficult problem for the department,to provide various help and so on.