公立医院薪酬管理体系在人力资源竞争中的意义分析  

Analysis of the Significance of Public Hospital Salary Management System in Human Resource Competition

作　　者：邵丽 王程程 董芯宇 SHAO Li;WANG Chengcheng;DONG Xinyu(Personnel Department,Qingdao Chest Hospital,Qingdao 266000,Shandong,China;Department of Discipline In-spection and Supervision,Qingdao Municipal Hospital,Qingdao 266000,Shandong,China;Personnel Department,Qingdao Women and Children's Hospital,Qingdao 266000,Shandong,China)

机构地区：[1]青岛市胸科医院人事科,山东青岛266000 [2]青岛市市立医院纪检监察部,山东青岛266000 [3]青岛市妇女儿童医院人事科,山东青岛266000

出　　处：《中国卫生产业》2024年第20期236-239,共4页China Health Industry

摘　　要：公立医院是较为特殊的机构组织,因人才培养周期长、教育培训成本高,且职业风险高及技术难度较大,对医务人员以及其他行政管理工作人员的职业道德和业务能力要求较高。因此,人力资源竞争力的提高成为公立医院管理工作中重点考虑问题。而薪酬管理体系则在人力资源竞争力中起到重要作用,合理的薪酬管理体系能激励职工的积极性、创新力,但现阶段我国众多公立医院的薪酬管理体系模式较为单一,存在许多问题。基于此,本文特总结分析薪酬管理体系中存在的几个问题,并提出改进对策,以期能发挥出薪酬管理体系在人力资源竞争力中的积极意义。Public hospitals are special organizations because of the long training cycle and high cost of education and training,the occupational risks are high and technical difficulties are relatively large,and the professional ethics and professional ability of medical personnel and other administrative staff are required to be relatively high.Therefore,the improvement of human resource competitiveness has become a key consideration in the management of public hos-pitals.The salary management system plays an important role in the competitiveness of human resources,reasonable salary management system can stimulate the enthusiasm and innovation of employees,however,at present the salary management system of many public hospitals in our country is relatively simple,there are many problems.Based on this,this paper summarizes and analyzes several problems existing in the salary management system,and puts forward countermeasures to improve it,in order to play the positive significance of the salary management system in human re-source competitiveness.

关 键 词：公立医院 薪酬管理体系 人力资源竞争力 激励机制 绩效考核 

分 类 号：R19[医药卫生—卫生事业管理]