基于公立医院改革发展目标的驱动型绩效管理新模式  

New Model of Inner-Driven Performance Management Based on Public Hospital Reform and Development

作　　者：王虎峰[1] 沈慧[1] 石若燃 WANG Hu-feng;SHEN Hui;SHI Ruo-ran(Health Reform and Development Center/School of Public Administration and Policy,Renmin University of China,Beijing,100872,China)

机构地区：[1]中国人民大学医改研究中心·中国人民大学公共管理学院,北京900872

出　　处：《中国医院管理》2021年第4期1-5,共5页Chinese Hospital Management

基　　金：国家社会科学基金重点项目(19AZD016)。

摘　　要：驱动型绩效理论是借鉴企业绩效发展规律、根据公立医院的特点和功能定位而提出的,是一种新型的绩效管理理念,它具有"自上而下""驱动改革""3层结构"的特点。在引入公立医院的过程中,注重目标导向、结构调整和增量驱动、层层对应和试点竞争的机制,综合运用科学、适宜的绩效工具构建社会效益和经济效益并重的绩效指标体系,以驱动公立医院改革发展目标的顺利实现。The theory of Inner-driven performance management is proposed through drawing from the practice of performance management in business,and based on a brand-new performance management principle grounded in Chinese public hospital system.The Inner-driven performance management is characterized by three major features,which is"top to bottom""inner self-driven"and"three layers".To apply this in to public hospital performance management in China,the hospital will become objective-orientated,focus on adjusting financing structure and added value,catering to directions from hierarchical bureaucracies and the competition derived from pilot mechanisms,and balancing social and economic performance indicators by scientific management tools to achieve the objectives of hospital reform led by the government.

关 键 词：驱动型绩效管理 公立医院 改革 考核 

分 类 号：R197.3[医药卫生—卫生事业管理]