基于层次分析法和熵值法的医院信息工程师绩效评价模型研究  

Research on performance evaluation model of hospital information engineer based on analytic hierarchy process and entropy method

作　　者：宋娅 陈阳平 齐旭鸽 肖扬 Song Ya;Chen Yangping;Qi Xuge;Xiao Yang(Department of Information,The 900th Hospital,Joint Logistics Support Force,Fuzhou 350025,China)

机构地区：[1]联勤保障部队第九〇〇医院信息科,福州350025

出　　处：《中国医学装备》2024年第5期171-175,201,共6页China Medical Equipment

摘　　要：目的:构建医院信息工程师绩效评价模型,以解决医院信息工程师绩效评价的科学性和客观性问题。方法:根据医院对信息部门的总体绩效目标要求,遵从定性定量相结合的原则,将绩效目标量化分解为核心素养、技能水平、工作实绩、科研教学和大项任务5项一级评价指标,并细化23项二级指标,采用层次分析法(AHP)的主观赋权法和熵值法的客观赋权法,综合计算确立指标权重系数,构建医院信息工程师绩效评价模型。采用随机抽样法选取2022年联勤保障部队第九〇〇医院的5名在职信息工程师(标记为A、B、C、D和E)进行绩效评价,通过收集其相关数据,使用模型评估计算,对比工程师年度绩效水平确定该评价模型的可行性。结果:经综合测算,5名信息工程师(A、B、C、D和E)的综合评价分数分别为87.46、80.39、60.38、76.33和70.33分,总分排名靠前的工程师A和B在2022年度医院绩效考评中成绩优秀,排名靠后的信息工程师C在2022年度医院绩效考评中评定为称职,均与综合测算评价结果一致。结论:基于AHP与熵值法构建的医院信息工程师绩效评价模型,能够比较客观、真实地评估医院信息工程师的绩效情况,充分调动信息工程师的工作积极性和创造性,推动医院信息工程师绩效的科学性和客观性评价,并能以此支撑医院信息部门考核机制的建立和激励措施的实施,保障医院高质量发展的信息化人才队伍建设要求。Objective:To construct the performance evaluation model of hospital information engineer to solve the scientific and objective problems of performance evaluation of hospital information engineer.Methods:According to the requirements of the hospital for the overall performance objectives for the information department,in accordance with the principle of combining qualitative and quantitative analysis,the performance objectives were quantitatively decomposed into five first-level evaluation indicators of core literacy,skill level,work performance,scientific research and teaching,and major tasks,and 23 second-level indicators were refined.The subjective weighting method of the analytic hierarchy process(AHP)and the objective weighting method of entropy method were used to comprehensively calculate and establish the index weight coefficient,and the performance evaluation model of hospital information engineers was constructed.Five information engineers(marked as A,B,C,D and E)from the 900th Hospital of the Joint Logistics Support Force in 2022 were randomly selected by a simple random sampling method for performance evaluation.By collecting relevant data and using model evaluation calculation,the feasibility of the evaluation model was determined by comparing the annual performance level of engineers.Results:After comprehensive calculation,the comprehensive evaluation scores of five information engineers(A,B,C,D and E)were 87.46,80.39,60.38,76.33 and 70.33,respectively.The top engineers,A and B,with the total score were excellent in the annual performance evaluation of the hospital in 2022,and the information engineer C in the lower ranking was evaluated as qualified in the annual performance evaluation of the hospital in 2022,which were consistent with the results of comprehensive calculation and evaluation.Conclusion:The performance evaluation model of hospital information engineers based on AHP and entropy method can objectively and truly evaluate the performance of hospital information engineers,fully mobilize th

关 键 词：医院信息化建设 医院信息工程师 绩效评价模型 层次分析法(AHP) 熵值法 

分 类 号：R197.3[医药卫生—卫生事业管理]