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在知识经济时代,医院的强弱不仅取决于其拥有的设备、仪器等有形资产,也取决于其拥有的人才、管理、技术、市场、品牌、形象等无形资源,尤其人才和创造能力。薪酬管理是医院人力资源管理的核心内容,它在本质上是一种激励管理。建立一套科学的薪酬体系并配以恰当的管理,随着客观环境的变化不断地加以优化,可以极大地开发员工的潜能和调动员工的积极性,发挥人力资源整合优势,为医院整体发展战略服务。
In the era of knowledge-based economy, the strength of a hospital depends not only on the physical assets such as equipment and instruments it owns, but also on the intangible resources, especially the talents and creativity that it possesses such as talent, management, technology, market, brand and image. Compensation management is the core of hospital human resources management, which is essentially an incentive management. Establishing a set of scientific salary system with proper management and optimization as the objective environment changes can greatly develop the potentials of employees and mobilize the enthusiasm of employees and bring into full play the advantages of human resources integration so as to serve the overall development strategy of the hospital .