【作者】 李红；

【导师】 汤莉；

【作者基本信息】 石河子大学 ， 工商管理， 2011， 硕士

【摘要】 国家经济体制改革促使医疗体制改革不断深入,面对竞争激烈的医疗市场,医院必须按照卫生经济规律进一步完善医生的绩效考核办法,激发医生的积极性、创造性,保持医院的可持续发展。人力资源在医院发展中发挥着非常重要的作用,临床医师在医院对病人实施诊断、治疗、预防、保健和康复等医疗活动,同时承担着科研、教学与培训,他们的绩效水平不仅直接影响整个医院的绩效水平,而且也是实现医院持续发展的必要条件。如何建立一套科学的、完整的临床医师绩效考核评价体系,全面、客观、公正地衡量医生的体力劳动和脑力劳动,是医院管理者在新的历史条件下面临的严峻挑战。绩效考核与评价是科学管理的有效手段之一,是医院人事制度改革的重要构成,也是医院人力资源管理一个重要的有机组成部分,搞好绩效考核可以促进医院发展,提升科室管理水平,调动员工的积极性。对临床医师实施绩效考核,实际是把医院的发展计划转化为可把握、可操作、可测评的量化指标,并下达到各科室和员工的过程,这是一条发现问题、寻求改进与突破的独特途径；使用定量和定性的方法,对临床医师在一定时期内取得的社会效益、工作效率、服务状况、成本、医疗服务质量、发展潜力等进行分析,不但能够提高医疗质量,而且能够真正实现医院经济与社会效益的持续增长。本文结合石河子大学医学院第一附属医院的实际情况,分析医院绩效考核情况,特别是临床医师绩效考核状况,分析其存在的问题；运用平衡记分卡的基本原理,设计临床医师绩效考核指标体系。该指标体系能够全面、客观地反映临床医师在医疗、教学、科研等方面的表现,对医院的人事管理、绩效管理等工作具有积极的导向作用。围绕“目标管理”对临床医师绩效考核指标体系的实施进行了探讨,指出本人后续的研究内容。更多还原

【Abstract】 With the development of National economic system reform, medical system reform is becoming continuously deepened. Facing severe competition in medical market, it is necessary for the hospital to establish it rational and comprehensive performance evaluation indicator system according to laws and regulations on sanitation economics. The purpose is to motivate doctor’s enthusiasm, creativity and keep the hospital sustainable development. The thesis tries to design performance assessment indicator system on clinician.Human resources play an important role in the development of hospital. Clinical physician carry out variety of medical and rehabilitation activities for the sick in hospital, such as diagnosis, medical treatment, prevention, health care, etc. meanwhile, they undertake research, teaching and training. Their performance standards directly affect the overall performance of the hospital, and it is also a key factor to bring about the sustainable development in the hospital. How do we establish a whole set of scientific performance evaluation model on clinical physician, with which measure doctor’s physical and mental labor completely, objectively and justly, is the severe challenge faced by hospital manager under such a current circumstance.Performance evaluation and assessment is one of the effective measures of scientific management, it is an important part in hospital personnel system reform, it is also an important component in human resource management in hospital. Making a good job of the performance appraisal can promote hospital development, improve department management and meanwhile, mobilize staff’s initiative. the implementation of the performance appraisal on clinical physician, is actually the process, in which the hospital transfer development program to quantitative indicators that may control, operate and evaluate to every department and staff. This is a unique way to discovery problems, seek improvements and break-through. Use of quantitative and qualitative method analyze social benefits, work efficiency, service conditions, costs, medical service quality and development potential which are obtained by clinical physicians in particular period. Not only can they enhance the quality of medical care, but also really achieve the sustainable growth in economic and social benefits of the hospital.This thesis is based on actual conditions and analyze the situation of performance assessment in the hospital, especially, the conditions of the performance assessment on clinical physician. The basic principle of balanced scorecard is being put into use to build Performance evaluation system on clinical physician. It can comprehensively and objectively reflect the performance of clinical physician in medical treatment, teaching, research and so on. It also has a positive role in guiding for the personnel management, performance management work. Around the target management, discussing the implement of performance assessment indicator on clinicians, and point out the follow-up study content.更多还原