基于P-CMM模型的某医院薪酬管理问题分析及对策研究  

Analysis and Countermeasures of Compensation Management in a Hospital Based on People Capability Maturity Model

作　　者：黄宇 罗涛[1] 孙凯洁[1] 曲颖 HUANG Yu;LUO Tao;SUN Kai-jie(Xuanwu Hospital Capital Medical University,Beijing,100053,China)

机构地区：[1]首都医科大学宣武医院,北京100053

出　　处：《中国医院管理》2021年第11期60-63,共4页Chinese Hospital Management

摘　　要：目的探究北京某医院薪酬管理的现存问题与解决对策。方法基于人力资源能力成熟度(People Capability Maturity Model,P-CMM)模型中的薪酬管理部分建立医院薪酬管理评估体系,通过差距分析法对薪酬管理活动的执行情况进行评估,找出差距与不足之处。结果全部指标的平均得分为3.24分,未达到基准水平。其中薪酬与能力及工作表现的匹配度维度为4分,属于比较符合,其余维度均未达到比较符合水平。结论医院的薪酬管理水平尚未达到基准水平,存在较大提升空间。需要从薪酬评估与调整机制、薪酬沟通、科室二次分配的监管与指导等方面进行优化。Objective To explore the existing problems and solutions of compensation management in a hospital in Beijing.Methods Based on the compensation management part of the P-CMM model,established a hospital compensation management evaluation system,used a gap analysis method to evaluate and mark gaps and deficiencies in compensation activities.Results The average score of all indicators was 3.24,which did not reach the benchmark level.Among them,the match of compensation,ability and work performance dimensions are 4,which relatively matches,while other dimensions did not reached to match level.Conclusion The compensation management level of this hospital has not reached the benchmark,which still has much room for improvement.It needs to be optimized from the aspects of compensation evaluation and adjustment mechanism,compensation communication,supervision and guidance of department secondary allocation.

关 键 词：医院 人力资源 薪酬管理 人力资源能力成熟度模型 

分 类 号：R197.3[医药卫生—卫生事业管理]