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由于历史的原因及人们意识上的误区,中药房的管理一直采取比较原始的、粗放型的管理模式。但是随着人民群众对健康的关注程度的提高,陈旧的管理模式越来越不适应中医药事业的发展。我院为一所县级市中医医院,2004年中草药业务收入达到906万元,日平均门诊处方达352张,最高时达508张。然而中药房工作人员共17人,受场地限制每天配方人员最多8人。日益繁重的配方任务,与相对较少的配方人员,相对滞后的管理及操作矛盾日益加剧。为解决这一矛盾,在现有的工作场所不变且不增加人员的情况下,我们引进了绩效管理的理念。
Due to the historical reasons and people’s misunderstanding, Chinese pharmacy management has always adopted a more primitive and extensive mode of management. However, with the improvement of people’s health concerns, the old management model has become increasingly unsuited to the development of Chinese medicine. Our hospital is a county-level Chinese medicine hospital. In 2004, the revenue of Chinese herbal medicine business reached 9.06 million yuan, with an average of 352 outpatient prescriptions per day and a maximum of 508 prescriptions. However, a total of 17 staff in the pharmacy, subject to restrictions on the venue a day up to 8 people. Increasing complexity of the task of formulation, with relatively few formulators, the relative lag management and operation of increasing conflicts. To address this paradox, we introduced the concept of performance management where existing workplaces are the same and we do not have additional staff.