| Compensation management system is the core component of human resource management,which has complexity and diversity.For a long time,the salary and welfare level of public hospital staff is not consistent with the actual labor income,which leads to the obvious decline of staff enthusiasm for work.Only by further accelerating the reform of public hospital salary management system can we fully mobilize the subjective enthusiasm of public hospital staff,enhance their sense of belonging to the organization,and improve the overall competitiveness of public hospitals.Based on Maslow’s hierarchy of needs theory,expectation theory and equity theory,this paper adopts literature analysis,questionnaire survey and interview.Firstly,problems existing in salary management of A public hospital in Anshan City were summarized,which mainly included lack of incentive system in salary structure,lack of professional management team,poor fairness in salary distribution and serious loss of medical staff.Secondly,it analyzes the causes of the problems,which are mainly the management’s insufficient understanding of the importance of salary management,the unreasonable design of salary structure,the poor pertinence of performance appraisal in the salary system,and the failure to establish a dynamic salary monitoring and growth mechanism.Finally,based on the data analysis results,improvement measures are proposed.On the one hand,it is suggested that A public Hospital in Anshan City improve the salary level and salary structure,introduce advanced theories to improve performance appraisal,innovate human resource management system to improve the salary fairness of off-payroll staff,and emphasize non-economic rewards to motivate employees to realize their own value.On the other hand,it puts forward the guarantee measures to optimize and promote the performance management mode of A public hospital,which are mainly to increase the attention of the management,strengthen the construction of enterprise documents and increase the financial support. |
