大型公立医院行政人员绩效考核的思考  

Reflection on Performance Assessment of Administrative Staff in Large Public Hospital

作　　者：尹放[1] 黄莉[2] 

机构地区：[1]重庆医科大学附属永川医院科技科,重庆402160 [2]重庆医科大学附属第一医院人事处,重庆400016

出　　处：《医学与社会》2016年第2期50-53,共4页Medicine and Society

基　　金：重庆市2012年度教育规划课题"高校临床医学教师专业化成长研究";编号为2012-GX-121

摘　　要：大型公立医院绩效考核改革是时代的要求。与临床医技工作人员相比,行政人员的绩效考核存在考核模式不成熟、考核评价标准不统一、缺乏数据整合和反馈机制、考核的消极效应难以消除、重业绩考核轻行为考核等问题。因此,在进行考核设计时,应注意科学制定考核指标,建立绩效考核反馈机制,强调沟通和行为引导并平衡各方利益。Large public hospital performance evaluation reform is the request of the ages. Administrative staff performance appraisal have some problems, namely the assessment models are immature, ＂evaluation standard is not unified, data integration and feedback mechanism lack, and evaluation of the negative effect is difficult to eliminate compared with the clinical medical staff. Therefore, when the appraisal design is carried on, we should pay attention to building scientific setting assessment indicator, seting up performance appraisal feedback mechanism, Emphasizing the communication and behavior guide and balanceing the interests of all parties.

关 键 词：公立医院 行政人员 绩效考核 

分 类 号：R197.322[医药卫生—卫生事业管理]