论文部分内容阅读
近年来,医院分配制度改革的总体趋势是加强绩效考核,突出医疗质量、服务态度和职业道德,建立科学的激励机制。一套科学、容易操作的绩效评价体系直接关系到绩效考核结果的优劣。若指标设置模糊,评价起来弹性就大,很容易引发人为偏差或人情考核。在制定绩效评价体系的过程中,要从医院的实际出发,注重个性,分清重点,把握好度,准确设置关键业绩指标数量,使考核结果既体现科学性又具有好操作性。而如何进行绩效工资分配,一直是医院财务管理人员研究的主要课题。现与大家探讨一下绩效工资的分配。首先,有效的绩效考核分配方案,应贯彻社会效率第一的原则,贯彻按劳分配,多劳多得,效率优先、兼顾公平的原
In recent years, the overall trend of the hospital distribution system reform is to strengthen the performance appraisal, highlight the medical quality, service attitude and professional ethics, and establish a scientific incentive mechanism. A set of scientific and easy-to-operate performance evaluation system is directly related to the pros and cons of performance appraisal results. If the indicator is ambiguous, it will be more flexible to evaluate, which can easily lead to human deviation or human assessment. In the process of formulating the performance appraisal system, we should focus on the personality, distinguish the key points, grasp the degree, and accurately set the number of key performance indicators so that the appraisal results reflect both the scientific and the good operability. How to allocate performance pay has always been the major issue for hospital financial managers. Now we discuss the distribution of performance pay. First of all, effective performance appraisal and distribution programs should implement the principle of “social efficiency first” and implement the principle of “distribution according to work”