Research On Management Of Unofficial Staff In Public Hospitals

Public hospitals are the main providers of national medical and health services.With the increasing demand for high quality medical resources in the whole society and the continuous expansion of public hospitals' own functions,the demand for human resources in public hospitals is constantly increasing.Due to economic factors and government management approaches,unofficial staff are widely employed in public hospitals and have become one of the major employment forms in public hospitals at this stage.It is of great practical significance to study the status quo of unofficial staff management in public hospitals,and on the basis of cause analysis to put forward measures and proposals for improving the management of unofficial staff in public hospitals.This paper takes L hospital,whose business scale,number of employees and proportion of unofficial staff are all representative,as an example to study the status quo of unofficial staff by means of literature research,expert consultation and on-the-spot investigation.Through probing into the basic data of positions,academic qualifications and titles of unofficial staff,and regulations on recruitment,training and remuneration of unofficial staff in L hospital,this paper finds various problems of L hospital's management of unofficial staff on policy,hospital internal management and unofficial staff themselves: a lack of policy basis for the management of unofficial staff,unreasonable mechanism of financial compensation;unreasonable pay system,serious discrimination,vulnerable labor rights and interests;low comprehensive quality and satisfaction of unofficial staff.And these problems result from backward management method,lack of attention to unofficial staff and laggard management philosophy.With the application of such theoretical achievements as incentive theory,human capital theory and strategic human resource management theory,this paper puts forward some countermeasures and suggestions for improving the management of unofficial staff in L hospital: to establish the concept of "treating others as one without discrimination",to weaken identity,transform identity management into post management,and be impartial in salary and welfare,title management,cadre selection and appointment,studies,ect.and to promote cultural development,enhance unofficial staff's sense of belonging and identity as well as to promote hospital logistics socialization.Based on the research on the status quo of management of unofficial staff in L hospital,this paper summarizes the adverse impact of poor management of unofficial staff in public hospitals:hampering government's control of public hospitals' size,giving rise to new practical difficulties in reform of personnel system and hindering talent team building in public hospitals.And with referenceto reform experience of Shenzhen,Heilongjiang and Beijing,this paper makes some suggestions on how to manage unofficial staff in public hospitals: establishing a modern hospital management system,strict control of newly-added unofficial staff,transforming into post management and implementation of a more scientific compensation mechanism.