發(fā)布時間：2018-06-28 07:05

  本文選題：公立醫(yī)院 + 績效薪酬��； 參考：《中國衛(wèi)生經(jīng)濟》2016年02期

【摘要】：目的:借鑒科學績效管理理論和工具,統(tǒng)籌考慮醫(yī)改政策導向、社會及患者需求、醫(yī)療行業(yè)特點等要素,構(gòu)建以工作量、服務(wù)質(zhì)量、服務(wù)效率、技術(shù)含量等基于勞動價值的績效薪酬考評體系。方法:以資源投入的相對價值比率為理論基礎(chǔ),經(jīng)過長時間的歷史數(shù)據(jù)的收集,建立理論模型,反復(fù)回歸測算,集中評價。結(jié)果:建立了以工作量為核心的績效分配方案,體現(xiàn)醫(yī)護人員勞動的風險程度、技術(shù)難度及人力成本等因素。結(jié)論:新績效方案的制訂與實施,體現(xiàn)了勞動價值的投入,符合新醫(yī)改的精神。
[Abstract]:Objective: to draw lessons from the theory and tools of scientific performance management, and consider the factors of medical reform policy orientation, social and patient needs, characteristics of medical industry, etc. as a whole, and construct a system based on workload, service quality, service efficiency, etc. The performance compensation evaluation system based on labor value, such as technical content. Methods: based on the relative value ratio of resource input, a theoretical model was established after a long period of historical data collection. Results: a performance distribution scheme with workload as the core was established, which reflected the risk degree, technical difficulty and manpower cost of medical staff. Conclusion: the formulation and implementation of the new performance plan reflect the input of labor value and accord with the spirit of the new medical reform.
【作者單位】： 河南省人民醫(yī)院;河南省腫瘤醫(yī)院;
【基金】：河南省衛(wèi)生廳科技攻關(guān)項目(201303153) 河南省軟科學研究項目(142400410169)
【分類號】：R197.322

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