摘要
《中共中央国务院关于深化医药卫生体制改革的意见》的发布,是我国新一轮医改的开始,而新医改的重点和难点将聚焦在公立医院的改革上。毋庸置疑,绩效考评是人力资源开发以及管理活动的基础,是人力资源管理最为核心的职能,其特点鲜明,具有宏观性、指导性以及应用性。对于公立医院而言,进行改革最主要的核心是精准管理,强化以绩效管理作为基础的精准内部管理。医院绩效管理在医院中属于一个重要组成部分,对于医院的发展起着至关重要的作用。本文以中山大学肿瘤防治中心为例,从该医院2010年的绩效变革开始谈及,阐述了其在涵盖临床、医技、护理、行政后勤各系列的全面绩效创新体系,以期能够为其他公立医院的绩效评价改革以及实施提供可借鉴的经验和做法。
Since the Opinions of the CPC Central Committee and the State Council on Deepening the Health Care System Reform issued in 2009,the new round health care reform in China has focused on the reform of public hospitals. The performance management is an important component in the hospital reform,and plays a vital role in the development of hospital. The performance evaluation is the basis of human resources development and hospital performance management. Sun Yatsen University Cancer Center started the performance reform in 2000,and established a comprehensive and innovative performance evaluation system for clinicians,medical technicians,nurses and administrative staff at all levels. This article describes the implementation of performance evaluation system in the hospital and provides practical experiences of the performance reform for other public hospitals.
作者
钟俊学
翟慧文
彭望清
ZHONG Jun-xue;ZHAI Hui-wen;PENG Wang-qing(Sun Yat-sen University Cancer Center,Guangzhou 510060,China)
出处
《中国肿瘤》
CAS
CSCD
北大核心
2018年第8期589-595,共7页
China Cancer
基金
广东省卫生经济学会2016年重大课题(2017-WJZ01-01)
关键词
医院管理
分级分类
绩效评价
hospital management
job classification
performance evaluation
