Research On The Optimization Of Performance Appraisal System For R Hospital Administrators Based On Balanced Scorecard

In recent years,with the remarkable achievements of China's comprehensive construction of a well-off society,the majority of the people hope to maintain a good physical and mental state,so China's medical cause has been booming.In order to further improve the quality of medical services,accelerate the construction of modern hospital management system,and promote the national implementation of hierarchical diagnosis and treatment system,the current performance appraisal model that directly links medical staff salary with hospital economic benefits is no longer suitable for the development of China's medical industry.As a result,the unfair and unbalanced salary distribution of medical workers has become increasingly prominent,and a series of problems such as excessive medical treatment,the aggravation of doctor-patient contradiction,the loss of medical staff and the slow development of the discipline have also been caused.In order to solve the above problems,it is urgent to reform the performance appraisal system of public medical service in China.BSC(Balanced Score Card),as one of the more common performance appraisal methods,is a new performance management system that implements the organizational strategy into operational measurement indicators and target values from four perspectives: finance,customer,internal operation,learning and growth.By setting up an index system,the labor cost of hospital administrative staff can be calculated objectively.This paper selects the administrative department of R hospital as the pilot,analyzes and studies the existing performance appraisal system of administrative staff of R hospital based on the balanced scorecard theory,and proposes a new performance appraisal system.Firstly,the sample and content of grass-roots interview and questionnaire survey are determined,and the current situation and defects of the current performance appraisal system for administrative staff of R Hospital are understood through interview and questionnaire survey.According to the balanced scorecard theory and the actual situation,the expert group is composed of the relevant personnel familiar with and experienced in the work of each functional department.The expert group evaluates each functional work involved in the department according to the aspects of labor effort,technical input and pressure bearing,and forms the corresponding performance appraisal system.Through summary analysis of the old and new evaluation system related survey data,combined with satisfaction survey structure comprehensive analysis,the performance evaluation system based on the theory of the balanced scorecard to break the hospital administrators pay pegged to the medical income,better manifest the value of labor,income gap between internal department,the department,administrative department and improve staff's satisfaction,We will promote the rapid and balanced development of public hospitals.