新疆某三甲公立医院2010－2014年绩效管理研究

摘要

Objective Through learning about the effect of the implementation of performance managementin a hospital,collecting and collate the views to provide an objective basis for the reform of hospital performance.Methods The core index of the hospital in recent five years was analyzed by TOPSIS method.Using expert consultation method and literature search to determine the questionnaire,and then questionnaire survey was conducted on 63 medical departments to discuss on the department through performancemanagement,goal management,and aspects of job evaluation,director of management and etc.Results The average hospitalization days in the hospital during 2010-2014,bed days before surgery,drug proportion,bed utilization rate,severity rate,operation rate,surgery rate,surgery rate,9 core indicators of total revenue increased year by year,the comprehensive efficiency increased year by year,Ci value rose from0.0963 in 2010 to 0.9626 in 2014.The medical staff were more comprehended on the feedback path,thecontent of performance management index,specific implementation results of the mode,which was morethan 60%.87.1% of the medical staff believed that the implementation of the performance management ofthe hospital to promote the development of the hospital,87.81% thought their selfdeveloping goal could be consist to the general developing goal of the department and hospital.The overall satisfaction degree ofthe medical staff on the department performance management of director was 87.32%.The weight of cognitive differences in the performance index of medical staff was statistically significant(F =55.663,P <0.01),the “medical quality”was the highest,followed by the work efficiency and economic benefits,socialbenefit,teaching workload and scientific research ability.Conclusion The hospital with mode of performance management is working well,but still need to improve the recognition and satisfaction of medical personnel,strengthen communication between the assessing objects and the assessed objects.Construction ofperformance management system will further inspire the assessed objects.%目的：通过新疆某三甲医院绩效管理计划、实施、反馈和修正四个过程分析该院的绩效管理模式，收集相关意见，为医院绩效改革提供客观依据。方法采用 TOPSIS法分析该院2010－2014年的核心指标，采用专家咨询、文献检索确定问卷，对该院门诊部、护理部、医院重症科室以及13个中心的临床医、护、医技人员共500名进行问卷调查，对医院目标管理、科室绩效管理、科主任绩效评价管理现况的开展情况以及医务人员对该院绩效管理模式的认知程、满意度进行调查。结果2010－2014年该院平均住院日、术前占床日、药占比、床位使用率、疑难危重比率、手术率、外科手术率、内科手术率、总收入9个核心指标逐年递增，即综合效益水平逐年增加，Ci值从2010年的0．096上升到2014年的0．963。医务人员对该模式绩效管理的反馈途径、内容指标、具体实施结果都比较了解，达60％以上。87．1％的医务人员认为实施绩效管理能促进医院发展，87．81％的员工认为其能使员工的工作目标与科室、医院总目标相统一。医务人员对科主任绩效管理的总体满意度为87％。医务人员对绩效考核指标中的权重认知差异有统计学意义（F ＝55．663，P ＜0．01），其中医疗质量最高，其次为工作效率、经济效益、社会效益、教学工作量、科研能力。结论该院结合目标责任管理，按部门性质的不同，施行差异化的绩效管理评价分配的模式实施成效总体较好；医务人员认为该模式的绩效管理考核指标的设定要考虑被考核者的意愿，同时加强考核对象与被考核对象间的沟通，构建更加贴合被考核对象发展、更激励被考核对象的绩效管理体系。