基于职业发展力视角下的医学工程人员绩效管理新模式构建与应用  

Construction and application of a new performance management model for medical engineering personnel from the perspective of career development

作　　者：佘柳君 付翠平 王丹玲 吴先球 陈景繁 SHE Liu-jun;FU Cui-ping;WANG Dan-ling(Medical Department,Liuzhou Workers'Hospital,Liuzhou 545005,China;不详)

机构地区：[1]柳州市工人医院医务部,广西柳州545005 [2]柳州市工人医院财务科,广西柳州545005 [3]柳州市工人医院设备科,广西柳州545005 [4]柳州市工人医院医院办公室,广西柳州545005

出　　处：《中国医学装备》2021年第7期135-138,共4页China Medical Equipment

基　　金：广西壮族自治区卫生和计划生育委员会计划课题(Z20180931)“基于新形势下医疗机构医学工程人员绩效管理新模式探索”。

摘　　要：目的:构建基于职业发展力视角下的医学工程人员绩效管理新模式,探究其应用价值。方法:依据医学工程人员绩效管理新模式的目标管理、综合绩效管理、量化考核管理和奖惩制度4个方面的内容,结合科室实际情况,确定绩效考核指标。收集2019年6月至2020年6月医院医学工程人员医疗设备维修总工作量和绩效评估情况数据,对比分析绩效考核前后科室维修总工作量及工程人员绩效评估的差异性。结果:绩效考核后医疗设备维修总工作量的维修工作台次和保养台次均较绩效考核前明显增加,差异有统计学意义(x^(2)=4.447,x^(2)=7.238;P<0.05);绩效考核后医学工程人员绩效评估数据明显优于绩效考核前,差异有统计学意义(t=5.295,P<0.05)。结论:应用基于职业发展力视角下的医学工程人员绩效管理新模式,可有效提高医疗设备维修工作总量和工程人员绩效;对工程人员能力评估较为客观和公正,可提高其工作积极性及医疗设备维修保障水平。Objective:To construct a new performance management model for medical engineering personnel from the perspective of career development and explore its application value.Methods:Performance appraisal indicators were determined on the basis of the new model of performance management for medical engineering personnel in four aspects,objective management,comprehensive performance management method,quantitative assessment management content and reward and punishment system and in combination with the actual conditions of the departments.The data of total workload and bonus payment of medical equipment maintenance of medical engineering personnel of hospital from June 2019 to June 2020 was collected,and the differences in total workload of medical equipment maintenance and bonus payment for engineering personnel before and after performance appraisal were compared and analyzed.Results:After the performance appraisal,the numbers of maintenance work and repairing for the total maintenance workload of medical engineering personnel increased significantly compared to those before the performance assessment,the difference was statistically significant(x^(2)=4.447,x^(2)=7.238;P<0.05);the bonus for medical engineering personnel after performance appraisal was significantly higher than that before performance appraisal,the difference was statistically significant(t=5.295,P<0.05).Conclusion:The application of the new performance management model for medical engineering personnel from the perspective of career development can effectively improve the total amount of work and bonuses of engineering personnel;the capability evaluation of engineering personnel is objective and impartial,which can improve their work enthusiasm and the maintenance level of medical equipment.

关 键 词：职业发展力视角 医学工程人员 绩效 管理模式 

分 类 号：R197.322[医药卫生—卫生事业管理]