事业单位绩效工资改革的成功经验与启示——以C县人民医院为例  

On the Experiences and Revelations of Performance-related Pay Reform of Institution——A case study on a people's hospital in C County

作　　者：李晓姣[1] 于健[1] 

机构地区：[1]郑州大学商学院,郑州450001

出　　处：《四川理工学院学报（社会科学版）》2012年第1期12-17,共6页Journal of Sichuan University of Science & Engineering(Social Sciences Edition)

基　　金：国家软科学基金资助项目(2009GXS1D022-3);河南省教育厅软科学项目(2011B630022)

摘　　要：C县人民医院通过绩效工资改革获得了巨大发展,不仅收入提高,患者满意度大幅度提升,而且核心竞争力也迅速增强;C县医院绩效工资改革具有4条成功经验,包括全员、全过程、全方位的变革,广泛调研和访谈,坚持公开、公平、公正、透明的原则,进行组合绩效与组合改革,运用KPI技术将复杂问题简单化,并将考核结果与工资、升迁、福利等通联,而且责任到岗、人人必须有考核等;同时还得到6条启示,如关键在于抓"领头羊",在于"激励"管理,在于高效率的沟通,并建立社会效益第一的崇高目标和消费者(病人)满意(服务价格满意、服务质量满意,服务环境满意等)的最终目标,这是事业单位绩效工资改革与企业改革的最重要区别。Through the reform of performance-related pays(RPP),C County people's hospital(CCPH) has gained a great development.There are four basic successful experiences in the process of RPP of CCPH,which are all round reform,extensive investigation,principles of openness,fairness,and transparency.KPI technology is used to simplify the complicated issues.The evaluated result is linked to wages,promotion,and welfare.Moreover,everybody should be evaluated.In addition,six revelations have been gained from the RPP of CCPH,i.e.example effect,stimulation mechanism,efficient communication,social benefit first,idea of patients' satisfaction,and idea of consumer(patient) first etc.

关 键 词：绩效工资改革 事业单位 人民医院 

分 类 号：R19[医药卫生—卫生事业管理]