Research On Optimizing The Performance Appraisal System For The Medical And Technology Department Of Anhui E Private Hospital

With the deepening of reform and opening up,China has achieved remarkable development in various fields such as economy and politics.The living standard of the people has risen steadily,and the quality of life has been improved.The perception of medical choice has also expanded from single-minded consideration on the level of medical technology to comprehensive consideration regarding factors such as the working efficiency of hospitals and the service attitude of medical staf-f.However,the current system and mechanism of medical service industry can no longer meet the increasingly diversified medical needs of the people,and can barely solve the problems of the limited access to medical services and high medical cost.There is an urgent need in the country for introducing private hospitals into the medical industry and breaking the monopoly of public hospitals in the medical market.From the new China allowing individuals to practice medicine to the government supporting the people to establish hospitals,China is committed to encouraging the integration of social capital with international and domestic superior medical resources,establishing and promoting the regional medical complexes and optimize the environment for medical development.To realize the reasonable allocation of medical resources and solve the difficulty of expensive medical treatment problem,China has continuously reformed in the basic drugs and medical security systems,and gradually formed a new pattern which is dominated by public hospitals.Under the dual promotion of market demand and socially beneficial medical policies,private hospitals have developed rapidly.With the deepening of medical reform,private hospitals encounter more and more problems such as the inharmonious relationship between the managerial operating mechanism and medical service demand,the weak service,especially the shortage of high-level technical personnel.Under the new circumstances,the competition of hospitals ultimately comes to the competition of talents.It's necessary to establish a scientific performance appraisal system for attracting,utilizing and retaining talents.The incomplete performance appraisal system will be difficult to balance the fairness and efficiency,and it's also hard to drive the enthusiasm,initiative and creativity of medical staff,so that the development of hospitals will be limited.This paper mainly uses the literature analysis method,interview method,questionnaire survey,and Delphi method,meanwhile,it is based on the target management(MBO),the balanced scorecard(BSC)and key performance indicators(KPI)these three kinds of performance appraisal theory knowledge.Particularly;,it takes the medical technology department of a three-level comprehensive E private hospital in Anhui Province as an example,which demonstrates that establishing an effective incentive mechanism in the hospital will guide the hospital to actively adapt to the market,and urge the medical technicians to exert subjective initiative and provide high quality and high efficiency diversified medical services to improve the relationship between doctors and patients,and built a good foundation for the overall improvement of hospital efficiency and effectiveness.In this paper,the first chapter introduces the research background and significance,the research status,research contents,research methods with overall rationale and innovations.Secondly,it describes the theory and method of performance evaluation system,which includes the overview,process and methods of performance evaluation system.In the third chapter,the author analyzes the current situation of the performance evaluation system in the medical technology department of E private hospital,and proposes that the performance appraisal system is not perfect.For example,the existing performance evaluation system is not appealing to the development strategy of the hospital;the assessment form is single,and excessively focus on the quantitative standard of performance evaluation,which will lead to mis-conduct where the idea and goal of hospital management cannot be implemented to grassroots;it also may results in the managers and employees work in different directions,or easily cause short-term behavior of the department with ignoring social benefits.If the medical staff do not understand the purpose of the performance evaluate,they could not achieve the goal of improving personal abilities,nor was it conducive to the realization of the overall interests of the hospital.The low level of employee participation in performance appraisal may affect the scientific and objective nature of appraisal indicators,and trigger employee resistance.The low application degree of performance appraisal results will easily cause the waste and loss of talents,which is not conducive to the long-term development of the hospital.Through specific analyzing,it is concluded that the main reasons are the lack of scientific and comprehensive assessment tools and indicator systems;the concept of performance assessment has not updated timely;the lack of effective communication and feedback mechanism and the lack of professional performance assessment personnel.Then in the fourth chapter,the goal of designing the performance appraisal system is expounded,the development strategy of the hospital is decomposed from the four dimensions of BSC,and the key performance index(KPI),of the medical and technical department is determined The paper optimizes the performance appraisal scheme of the medical technology department of E private hospital in four aspects:the design weight and the performance standard,and requests the hospital to strengthen the performance appraisal training in the later stage.Establish the communication and feedback mechanism of performance appraisal and improve the application of performance appraisal results,such as recruitment,selection and transfer,job title adjustment,skills training and career planning,etc.In order to promote the effective implementation of the performance appraisal,in the fifth chapter,it is proposed that the performance appraisal can not be separated from the support of the managers,it is necessary to control the evaluation error,improve the hospital information management system and construct the hospital culture four safeguard measures Finally,in the conclusion and prospect of the sixth chapter,this paper summarizes the research results,puts forward the shortcomings,looks forward to the future research direction,and further improves the design of the performance appraisal system.