Research On Design Of Broadband Salary System In Joint-stock Hospital B

With the development of society and economy as well the deepening of medical and health reform,Joint-stock hospitals have developed rapidly in China.However,public hospitals still have monopolistic advantages in market competition and human resources.In order to enhance the market competitiveness of joint-stock hospitals,human resources have become the core competitive factors.Joint-stock hospital B tries to attract and retain talents and win the external market competition by improving the salary system and perfecting the salary management system.In this paper,the compensation management status of Joint-stock hospital B is studied.Questionnaire survey and interview method were used to investigate salary satisfaction of staff in Hospital B.Serious equalitarianism,non-incentive capital increase,lack of rigor in salary setting for professional and technical personnel who concurrently work in management,and difficulty in raising salary through job promotion or professional title appointment were found to be problems in salary management of Hospital B.The above salary management problems are caused by the the nature of Hospital B,the limitation of salary management level,the low correlation between salary and work performance,the inflexible of pay structures,and the single channel of capital increase.In order to solve the current salary management problems of Hospital B,by review of the broadband salary theory and literature at home and abroad,it is believed that the broadband salary system has a strong fit with Hospital B in terms of organizational structure,management characteristics and improvement of the original compensation management problems.Therefore,introduce the broadband salary theory to reform the basic salary system of the hospital.The existing positions were evaluated by the factor counting method,and the positions in different sequences in the hospital are divided into different pay grades.On this basis,combined with the development strategy of the hospital,the broadband pay system was designed to realize the "one post,multiple pay" system.It has changed the shortcomings of the original compensation system,such as small compensation elasticity,serious equalitarianism and poor incentive effect.Finally,in order to ensure the smooth implementation of the compensation system reform plan,a series of safeguard measures are put forward,such as setting up the salary management committee,improving the evaluation of the position holding ability,perfecting the training system,strengthening the salary communication and strengthening the fund management guarantee.It is hoped that the research results of this paper will play a role in the compensation reform of joint-stock hospital B and realize the difference of the work effect of medical staff in the same position in the basic salary part.And also hoped that this study will provide new ideas and methods for other medical institutions to explore the reform of medical staff compensation.