浅析公立医院推进绩效薪酬改革所带来的思考  

Thinking Brought by Public Hospital Performance Salary Reform

作　　者：赵兰珍[1] 

机构地区：[1]唐山市工人医院,河北唐山063000

出　　处：《河北能源职业技术学院学报》2012年第4期54-55,共2页Journal of Hebei Energy College of Vocation and Technology

基　　金：2012年度河北省社会科学发展研究课题(201202036)

摘　　要：强化全面绩效考核,建立按岗定薪,易岗易薪的岗位工资制和强化分配激励与约束功能的绩效工资,以绩效考核为核心、质量持续改进与病人满意度提高为目标建立评价标准,拉开差距,有升有降,从而形成员工的收入随医院效益高低和个人业绩好坏上下浮动的机制,更好的发挥员工的积极性和创造性,从而增强医院活力,提升医院品牌竞争力和经济效益。Strengthen the comprehensive performance evaluation, implement post wage system, namely the salary according to post, and performance pay that is to strengthen distribution incentive and constraint function as the core, establish evaluation standard closely relevant to quality continuous improvement and patient satisfaction improvement as the goal, open a gap to each other, with rise and fall, so that the in-come of the employee will fluctuate with hospital benefits and personal performance quality, in order to bet-ter play the enthusiasm and creativity of the employees, and activate the hospital, improve the hospital brand competitiveness and economic benefits.

关 键 词：绩效 薪酬 改革 问题 措施 

分 类 号：F272.923[经济管理—企业管理]