【摘要】： 隨著醫(yī)療衛(wèi)生制度改革的深入,軍隊(duì)信息化建設(shè)的進(jìn)行,軍隊(duì)中心醫(yī)院面臨環(huán)境和任務(wù)都發(fā)生變化,如何尋求能夠順應(yīng)新時(shí)期軍隊(duì)醫(yī)院建設(shè)特點(diǎn)和規(guī)律的臨床科主任考評制度,已經(jīng)成為醫(yī)院管理管理不得不認(rèn)真審慎和面對的難題之一。 本文選取軍隊(duì)中心醫(yī)院的臨床科主任為研究對象,通過對現(xiàn)行考評的目的、方法和原則進(jìn)行剖析探討,以及對國內(nèi)績效考評辦法的比較研究,結(jié)合軍隊(duì)中心醫(yī)院計(jì)計(jì)算機(jī)網(wǎng)絡(luò)管理系統(tǒng)的使用,目的在于探索適合于軍隊(duì)中心醫(yī)院簡單易行、方便、可靠的績效評估模型。 對軍隊(duì)中心醫(yī)院的臨床科主任績效考評指標(biāo)的研究,主要按以下三個(gè)階段進(jìn)行。第一,理論預(yù)選包含計(jì)算機(jī)網(wǎng)絡(luò)管理數(shù)據(jù)在內(nèi)的48項(xiàng)指標(biāo),通過問卷調(diào)查的方式,分別對醫(yī)務(wù)人員、管理干部、專家等群體進(jìn)行調(diào)查,對調(diào)查結(jié)果采用Ridit分析,篩選出軍隊(duì)中心醫(yī)院的臨床科主任績效考評指標(biāo)體系,第二,利用層次分析法組織專家評定指標(biāo)的影響,建立績效評估體系的內(nèi)部關(guān)系,并確立指標(biāo)體系各指標(biāo)的權(quán)重。第三,建立軍隊(duì)中心醫(yī)院的臨床科主任年度績效量化考評的模型,并用實(shí)例模型進(jìn)行驗(yàn)證。
[Abstract]:With the deepening of the reform of medical and health system and the development of military information construction, the military central hospital is faced with changes in its environment and tasks. How to find a clinical director's evaluation system that can adapt to the characteristics and rules of military hospital construction in the new period? It has become one of the difficult problems that hospital management has to be careful and face. This article selects the clinical department director of the military central hospital as the research object, through to the present appraisal goal, the method and the principle carries on the analysis discussion, as well as to the domestic performance appraisal method comparison research, Combined with the application of military central hospital computer network management system, the purpose of this paper is to explore a simple, convenient and reliable performance evaluation model suitable for military central hospital. The research on the performance evaluation index of clinical department director in military central hospital is mainly carried out in the following three stages. First, the theoretical pre-selection of 48 indicators, including computer network management data, through the way of questionnaires, respectively to medical personnel, management cadres, experts and other groups, the survey results were analyzed by Ridit. The evaluation index system of clinical department director of military central hospital is selected. Secondly, the influence of expert evaluation index is organized by AHP, the internal relationship of performance evaluation system is established, and the weight of each index of index system is established. Thirdly, the model of the annual performance evaluation of the clinical directors of the military central hospital is established, and the model is verified by an example.
【學(xué)位授予單位】：第三軍醫(yī)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2008
【分類號】：R82

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