| Hospital B is the only tertiary general hospital in B City.It is the hospital of choice for patients in city B and surrounding areas.As one of the pilot hospitals in the reform of urban public hospitals,hospital B will no longer be the primary choice for some patients with mild diseases according to the requirements of the medical treatment combination.Due to the constraints of inconvenient transportation and other factors,hospital B is also the primary choice for some patients with difficult and complicated diseases.With the improvement of transportation network and transportation facilities,the choice of medical treatment for patients in B City will increase with the opening of the train.Meanwhile,in recent years,the two private general hospitals in B City have developed rapidly,the number of visits to certain specialties at the both hospitals has been rising.There are also some problems in hospital B itself,such as low salary and treatment of doctors and unsmooth promotion channels,which lead to job burnout and turnover intention of doctors.It can be said that hospital B is facing a severe situation of internal troubles and external invasion.Only by using a series of scientific and reasonable incentive mechanisms can hospital B continuously improve the working enthusiasm of doctors and improve medical technology on the one hand.On the other hand,only by constantly attracting excellent doctors can the hospital be comprehensively improved in diagnosis and treatment technology and service capacity.The main content of this thesis is the optimization strategy of doctor incentive mechanism in hospital B.Firstly,this thesis adopts the method of literature review to collect and sort out relevant theoretical knowledge of incentive strategy and relevant research results of incentive mechanism of public hospitals at home and abroad.Then,based on the questionnaire and interview on the current situation of the incentive mechanism in hospital B,it is concluded that there are four problems in the incentive mechanism of doctors in hospital B,that is,the salary and treatment are not consistent with the work of doctors,the promotion and selection mechanism is not fair,the training mechanism is not consistent with the personal development of doctors,and the spiritual incentive effect is small.Finally,according to the causes of the existing problems,this thesis puts forward four optimization strategies for the incentive mechanism of doctors in hospital B.We hope that the human resources department of hospital B can apply these incentive mechanisms into their work,so that doctors can give full play to their subjective initiative and realize their life value while actively improving the diagnosis and treatment level.For hospital,only the continuous improvement of doctors’ diagnosis and treatment service level can make the hospital’s medical service quality and industry competitiveness continuously enhanced. |
