Research On Nurse Incentive In Public Third-class Hospitals In Shanghai

Under the requirements of the new round of medical reform,the optimization of the human resource incentive mechanism of public third-class hospitals has become an important subject of the reform.As an important part of clinical medical care,nurses are front-line medical staff,an indispensable part of the medical team,and a part that cannot be ignored in the development of the hospital.For a long time,clinical nurses have been under high work pressure,high work intensity,and salary levels while it is basically difficult to reflect its labor value.How to fully mobilize the enthusiasm and initiative of nurses in the reform of incentive mechanism is a difficult problem faced by policy makers and hospital administrators.This paper takes public third-class R hospital as a case study,starting from exploring the status quo of nurses in Shanghai’s public third-class hospitals,firstly through questionnaire surveys,interviews and other methods to evaluate the awareness and attention of nurses in R hospital on the incentive mechanism.A detailed and in-depth investigation was conducted on the status quo of satisfaction and satisfaction.Through the data collation and analysis of the survey results,it can be found that the current nurses incentives in R hospital are mainly facing insufficient salary incentives,insufficient performance appraisal,unclear career development and incentives are not flexible and targeted.Then,combined with the characteristics of public hospitals,this paper analyzes the reasons for incentive problems from multiple aspects,including limited distributable funds for public hospitals,lack of a reasonable human resource management system,innovation lack of the management’s incentive concept and lack of communication and feedback in the formulation of incentive mechanism.Finally,on the basis of discovering the problems and analyzing the reasons,this paper proposes to R hospital including other public third-class hospitals in Shanghai to improve the effectiveness of nurses incentives.The first is to deepen the reform of the personnel management system of public third-class hospitals,establish a job mobility mechanism,improve the welfare system and flexibly construct the incentive mechanism.The second is to optimize the salary incentive system of public third-class hospitals,strengthen the material guarantee,promote the salary reform and improve the compensation mechanism.The third is to implement a scientific nurses performance evaluation system,clarify the importance of performance evaluation,improve the evaluation system,establish an evaluation index system,and improve evaluation and feedback mechanism,optimization of performance bonus distribution.The fourth is to improve the career promotion development plan of nurses,improve the overall training and management of nurses,innovate the "double ladder system" that pays equal attention to positions and titles,and implement the promotion and demotion mechanism of job promotion.The fifth is to enrich the spiritual motivation of nurses,stimulate the sense of ownership of nurses,create a good organizational atmosphere and pay more attention to the physical and mental health of nurses.Only by establishing a scientific,reasonable,fair and diversified incentive mechanism,hospitals can effectively mobilize the initiative and enthusiasm of nurses,give full play to their creativity,and encourage nurses to improve their professional skills and complete various nursing tasks more efficiently.While ensuring the stability of the nursing team,thereby promoting the sustainable improvement of the hospital’s nursing level and quality.Through this research,we hope to supplement the theoretical and practical research related to nurses incentives,and at the same time provide a useful reference for the optimization of the human resource incentive mechanism of public third-class hospitals.