Research On The Salary Management In The Administrative Logistics Functions Department Of X Public Hospital

The administrative logistics department of public hospitals is a service provider for clinical frontline,and it is also an important guarantee for the competitive strength of today’s social medical industry.Salary management is the core part of human resource management.Scientific salary management can improve the sense of self-presence,belonging to the organization,and the competitiveness of public hospitals.The compensation system of administrative logistics functions is complex and volatile.Personal factors such as the education and work experience of employees in the administrative and logistics functions of public hospitals,internal and external factors such as the hospital’s development goals and culture,price levels,and related laws and regulations will affect the salary level of administrative staff in public hospitals.For a long time,the salary and benefits of the staff of the administrative logistics functions of public hospitals did not match the labor value,which led to a significant reduction in the work enthusiasm of many employees of the administrative logistics functions.In order to further deepen the reform of public hospitals and fully stimulate the enthusiasm of workers in the administrative and logistics functions of public hospitals,it is urgently necessary to accelerate the establishment of a salary management system for administrative and logistics functions of public hospitals that meets the needs of administrative and logistics personnel.This article first introduces the research background,significance,research content,and research methods of salary management optimization in the administrative and logistics functions of X public hospital,then describes the basic concepts of hospital salary management and the theory of salary,demand,expectation,and equity,and then analyzes the salary management of the administrative logistics department of the hospital.Through a questionnaire survey and in-depth interviews,the salary level,salary structure and salary system of the administrative logistics function of the X public hospital were analyzed in detail.The logistics management department’s salary management has the problems of lower performance and salary,which hurts employee motivation,lower salary increase cannot effectively motivate employees,unreasonable salary structure,unreasonable performance appraisal and distribution methods,unfair treatment of non-staff employees,and weak salary incentives.The administrative and logisticsfunctions of the X public hospital should moderately increase their pay levels,maintain a reasonable increase in pay,and optimize their pay structures;introduce advanced performance management models and establish a multi-dimensional performance appraisal system;innovate human resource management mechanisms to improve the fairness of the treatment of non-staff personnel;attach importance to non-economic compensation,and stimulate the realization of employees’ self-worth.This study can enrich the theory of salary management of administrative logistics functions of public hospitals to a certain extent,and can also provide a reference for the optimization of salary management of administrative logistics functions of the X public hospital,and promote the improvement and mobilization of the salary management system of administrative logistics functions of the X public hospital.The enthusiasm of the administrative logistics staff of the X public hospitals will improve the overall competitiveness of the administrative logistics functions of the X public hospital and the X public hospital,and also provide a reference for other similar units.