我国医疗单位拥有一个庞大的数量,但自计划经济转向市场经济以来,中国还没有一套比较规范的薪酬体系在医疗单位中普遍使用,而旧有的、国家统一的级别工资制己经不适用了。很明显,目前相当数量的医院单位仍被旧的分配机制所束缚,这种贡献与回报相背离的分配制度不可能激发出人们的工作热情,从而还导致了一些连带的弊病。要改变这种现象,首先就要从薪酬制度改革,配制合理的薪金水平及企业内部的薪酬设计,使医疗组织在市场的竞争中走向正常的循环中。 China has a large number of medical units, but since the planned economy shifted to a market economy, China has not yet adopted a fairly standardized salary system that is commonly used in medical units. However, the old and uniformed national wage system has not been applied It’s Obviously, a considerable number of hospital units are still bound by the old distribution mechanism. Such a distribution system that deviates from the reward can not stimulate people’s enthusiasm for work. As a result, it also causes some flaws. To change this phenomenon, we must start with the reform of the salary system, the formulation of a reasonable salary level and the design of remuneration within the enterprise so that medical organizations can move toward a normal cycle in the market competition.