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1994年前,黑龙江省中医研究院是省卫生系统内远近闻名的老大难单位,资金匮乏,设备陈旧,欠外债900多万元,拖欠工资,职工情绪低落,人心浮动,思想涣散,许多人才纷纷调离,已经到了崩溃的边缘。就在艰难渡日的时候,1994年初,上级主管部门调整充实了院领导班子。新上任的领导班子转变观念,大胆起用新人,在科研、医疗、行政后勤、人事工资制度管理方面进行了一系列卓有成效的改革。1 通过改革,提高职工的竞争意识 改革首先从行政后勤科室入手,强化机关工作目标管理责任制度,将原来的21个行政科室减少到12个,人员减少了37％。实行岗位津贴与本职工作完成情况、劳动纪律、
Prior to 1994, the Heilongjiang Provincial Institute of Traditional Chinese Medicine was a long-standing and well-known unit in the provincial health system. It lacked funds, outdated equipment, owed more than 9 million yuan of foreign debt, owed wages, employees were depressed, the minds were floating, and thoughts were confusing. The tune away has already reached the brink of collapse. When it was difficult to cross Japan, in early 1994, the superior authorities adjusted and strengthened the leadership of the hospital. The newly appointed leadership team changed its mind, boldly used new people, and conducted a series of effective reforms in scientific research, medical care, administrative logistics, and management of the personnel wage system. 1 Through reforms to increase employees’ awareness of competition Reforms began with the administrative logistics divisions, strengthened the management responsibility of the government’s work goals, reduced the number of 21 administrative departments to 12 and reduced the number of personnel by 37%. The implementation of job allowances and the completion of their work, labor discipline,