本文選題：醫(yī)院　切入點：醫(yī)務(wù)人員　出處：《云南師范大學》2017年碩士論文

【摘要】：隨著國內(nèi)公立醫(yī)院以“公益性為導向”醫(yī)療改革進入關(guān)鍵階段,醫(yī)務(wù)人員能否在醫(yī)療改革中充分發(fā)揮主動性和創(chuàng)造性,成為決定著醫(yī)院能否更好發(fā)揮社會公益性和提供符合社會大眾需要的高質(zhì)量醫(yī)療服務(wù)所面臨亟需解決的一個重要問題。L醫(yī)院作為公立醫(yī)院過去一直不斷進行自身改革,一方面在發(fā)揮著醫(yī)務(wù)人員在醫(yī)療改革的關(guān)鍵作用,另一方面不斷解決醫(yī)務(wù)人員激勵機制還存在一系列需要契合醫(yī)院發(fā)展戰(zhàn)略不相容的問題。為此,為了激發(fā)醫(yī)務(wù)人員在醫(yī)療改革中的關(guān)鍵作用,L醫(yī)院亟需構(gòu)建科學合理有效的激勵機制來激發(fā)醫(yī)務(wù)人員的主動性和創(chuàng)造性以達到“以公益性為導向”自身醫(yī)療改革。本文首先對國內(nèi)外醫(yī)務(wù)人員激勵相關(guān)文獻進行綜述、以激勵機制相關(guān)基本理論作為全文后續(xù)內(nèi)容研究的理論基礎(chǔ)。其次,深入闡述L醫(yī)院醫(yī)務(wù)人員激勵機制在薪酬管理、績效管理、職稱晉升及聘任、醫(yī)務(wù)人員培訓和發(fā)展與醫(yī)院文化現(xiàn)狀及其從體制約束、管理層理念認識不到位、激勵機制經(jīng)費不足、優(yōu)劣勢等方面進行深層次原因分析。最后,在L醫(yī)院醫(yī)務(wù)人員激勵機制完善的相關(guān)環(huán)境分析和指導思想基礎(chǔ)上,提出從優(yōu)化薪酬管理、改革并完善績效管理、深化職稱晉升及聘任機制、完善培訓和發(fā)展管理以及加強醫(yī)院文化建設(shè)方面來構(gòu)建科學合理有效的激勵機制,以期實現(xiàn)L醫(yī)院在競爭醫(yī)療市場中不斷發(fā)展。
[Abstract]:With the "public welfare oriented" medical reform in public hospitals entering a critical stage, whether the medical staff can give full play to the initiative and creativity in the medical reform, As a public hospital, L hospital has been continuously carrying out its own reform in the past, which determines whether the hospital can play a better role in public welfare and provide high-quality medical services that meet the needs of the public. On the one hand, it is playing the key role of medical personnel in the medical reform, on the other hand, there are a series of problems that need to be compatible with the development strategy of the hospital. In order to stimulate the key role of medical personnel in medical reform, it is urgent for L Hospital to construct a scientific, reasonable and effective incentive mechanism to stimulate the initiative and creativity of medical personnel in order to achieve "public welfare oriented" medical reform. In this paper, first of all, the literature about medical staff motivation at home and abroad is reviewed. This paper takes the basic theory of incentive mechanism as the theoretical basis of the following research. Secondly, it elaborates the incentive mechanism of medical staff in L hospital in salary management, performance management, professional title promotion and employment. The training and development of medical personnel and the present situation of hospital culture are analyzed in terms of the system constraints, the lack of understanding of the management concept, the lack of funds for the incentive mechanism, the advantages and disadvantages, and so on. Finally, Based on the analysis of the relevant environment and guiding ideology of improving the incentive mechanism of medical personnel in L hospital, this paper puts forward the following suggestions: optimizing the salary management, reforming and perfecting the performance management, deepening the mechanism of professional title promotion and appointment. Improve training and development management and strengthen the construction of hospital culture to build a scientific, reasonable and effective incentive mechanism, in order to achieve the continuous development of L hospital in the competitive medical market.
【學位授予單位】：云南師范大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：R197.32

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