公立医院人事薪酬制度与绩效管理变革  

Reform of Personnel Compensation System and Performance Management in Public Hospitals

作　　者：李雯 LI Wen(Beijing Shangdi Hospital,Beijing,100085 China)

机构地区：[1]北京市上地医院,北京100085

出　　处：《中国卫生产业》2024年第5期113-115,共3页China Health Industry

摘　　要：目的对公立医院中人事薪酬制度改革、绩效管理改革的情况以及效果进行分析研究。方法选取2021年1月—2022年12月北京市上地医院的120名医护人员为研究对象,以管理方式的不同将医护人员分为两组,每组60名,普通组通过普通模式进行薪酬管理、绩效管理,改革组通过改革的模式来进行医护人员的管理。比较两组医护人员的管理情况和积极性。结果相较于普通组的医护人员,改革组医护人员的管理有效性和积极性更高,差异有统计学意义(P均<0.05)。结论在公立医院中,人事薪酬制度与绩效管理的改革是一种必然性趋势。改革后的模式可以提高医护人员的管理有效率,还可以充分调动医护人员的积极性。Objective To analyze and study the situation and effect of the reform of personnel compensation system and performance management in public hospitals.Methods A total of one hundred and twenty medical workers in Beijing Shangdi Hospital from January 2021 to December 2022 were selected as the research subjects.The medical workers were divided into two groups according to different management methods,with sixty in each group.The general group carried out salary management and performance management through the general mode,and the reform group carried out the management of medical staff through the reform mode.The management and enthusiasm of the two groups of medical staff were compared.Results Compared with the general group,the medical staff in the reform group had higher management effectiveness and enthusiasm,and the differences were statistically significant(both P<0.05).Conclusion In public hospitals,the reform of personnel compensation system and performance management is an inevitable trend.The reformed model can improve the management efficiency of medical staff and fully mobilize the enthusiasm of medical staff.

关 键 词：公立医院 人事薪酬制度 绩效管理 管理改革 

分 类 号：R197.322[医药卫生—卫生事业管理]