The Study Of The Compensation System Optimization Of Binzhou A Hospital

With the accelerating pace of economic globalization,the importance of human resources management for enterprises is increasing day by day.How to scientifically,effectively and continuously stimulate the enthusiasm of employees,and then better attract and retain talents has become a key issue for enterprises to enhance competitiveness and sustainable development.As an important part of human resources management,salary has gradually become the main means for enterprises to stimulate the enthusiasm of employees and attract and retain talents.Scientific,reasonable,systematic and effective salary system can not only enhance the sense of belonging and cohesion of employees,but also effectively motivate employees,and then continuously enhance the core competitiveness of enterprises.Therefore,there are more and more studies on the optimization design of scientific,reasonable,systematic and effective salary system.As a third-tier city,Binzhou A Hospital Co.,Ltd.is facing fierce competition from local public hospitals,Sino-foreign joint venture hospitals and other private hospitals.Facing this situation,it is very important to introduce,retain and cultivate talents.Only by facing up to the reality of A hospital,combining its actual needs with the mode of operation and development,objectively analyzing the problems and shortcomings of the hospital,and continuously optimizing the salary system,can the salary system not only effectively motivate employees,but also It can satisfy the development of the hospital well,so as to continuously improve the core competitiveness of the hospital.In this paper,Binzhou A Hospital Co.,Ltd.is taken as the research object,and the organizational structure and human resources of the hospital are analyzed in detail.Subsequently,the current salary situation of the hospital was analyzed,and through the methods of questionnaire and interview,the main problems in the current salary system of the hospital were summarized,including unreasonable salary structure,lack of systematicness,imperfect salary system,lack of fairness,relatively low salary level and lack of salary system.Competitiveness;the evaluation system needs to be further improved.Through the analysis of the problems,the main reasons are lack of strategic thinking,insufficient attention,inadequate introduction of advanced theory,lack of communication and so on.In view of the problems and reasons,this paper puts forward the overall design of the optimization of the hospital salary system,clarifies the overall thinking,guiding ideology,design objectives and optimization principles,formulates salary strategies suitable for the growth of the hospital,carries out job analysis and evaluation,formulates job description,and carries out job classification,which is divided into five levels.Salary survey and positioning,formulate a scientific and reasonable salary level;according to the characteristics of different positions,focus on the optimization of the salary structure of hospital leaders,department heads and ordinary staff,design diversified economic and non-economic salaries to meet the needs of different positions,maximize the incentive role;optimize performance.The evaluation system should establish scientific,systematic and quantifiable evaluation criteria,and revise and adjust the salary system so as to achieve precise optimization.In order to ensure the smooth implementation of the optimization of the hospital salary system,safeguard measures have been formulated,including renewing the concept,realizing ideological guarantee,strengthening mechanism construction,realizing system guarantee,strengthening team construction,realizing talent guarantee,improving scientificity,realizing management guarantee,strengthening communication and propaganda,and realizing information guarantee.However,due to the limited space,time and level,the analysis of many cases is not very comprehensive,and the overall design and implementation measures of the proposed compensation system optimization still have many shortcomings,so this paper inevitably omits.Based on the case study of the salary system of Binzhou A Hospital Co.,Ltd.,this paper uses the theoretical tools of the salary system to optimize the salary system precisely and put it into practice,so as to enhance the initiative and centripetal force of employees,retain and attract talents,constantly improve the level of medical service,and make the core competitiveness of the hospital constantly climb.Promotion also helps to promote the continuous development of salary system construction in private hospitals in China.