公立医院薪酬管理体系在人力资源竞争中的重要性  

The Importance of Public Hospital Salary Management System in Human Resources Competition

作　　者：王艳红 何翠霞 李平 WANG Yanhong;HE Cuixia;LI Ping(Organization and Personnel Department,Longhua District Maternal and Child Health Hospital,Shenzhen,Guangdong Province,518109 China)

机构地区：[1]深圳市龙华区妇幼保健院组织人事科,广东深圳518109

出　　处：《中国卫生产业》2024年第1期117-120,共4页China Health Industry

摘　　要：公立医院具有一定特殊性,人才的培养周期更长,教育培训成本较高,职业风险与技术难度均处于较高水平,同时对医务人员的职业道德与责任担当要求更高,因此公立医院的人力资源竞争成为一个需要着重考虑的问题。在公立医院的人力资源竞争中,薪酬管理体系的重要性在于激励人才,提升工作效率,整合与配置人力资源,对员工自身以及公立医院职能作用的发挥均有积极影响。但就现阶段而言,公立医院薪酬管理体系在人力资源竞争中的重要性尚且未能得到全面发挥,存在一些问题有待改进,而解决这些问题,应当建立兼顾公平的层次化薪酬机制,物质与精神激励二者并重,优化绩效考核指标体系,从而发挥出薪酬管理体系对人力资源竞争力的提升作用。Public hospitals have certain particularities.They have a longer training cycle for talents,higher education and training costs,higher occupational risks and technical difficulties,and higher requirements for medical staff's pro-fessional ethics and responsibility.Therefore,the competition for human resources in public hospitals has become an issue that needs to be considered.In the human resources competition in public hospitals,the importance of the salary management system lies in motivating talents,improving work efficiency,integrating and allocating human resources,and having a positive impact on the employees themselves and the performance of the functions of public hospitals.However,at this stage,the importance of the public hospital salary management system in human resources competi-tion has not been fully realized,and there are some problems that need to be improved.To solve these problems,we should establish a hierarchical salary mechanism that takes into account fairness,pay equal attention to both material and spiritual incentives,and optimize the performance appraisal indicator system,so that the salary management sys-tem can play a role in improving the competitiveness of human resources.

关 键 词：公立医院 薪酬管理体系 人力资源竞争 

分 类 号：C962[经济管理—人力资源管理]