At this stage,the establishment of an assessment system in line with the objective reality,fair,just and open assessment of the head nurse,to play its work potential,improve work efficiency,has become the practical issues that non-public hospital managers focus on at present.From the perspective of the performance appraisal management of the head nurse of a non-public hospital in Guangzhou,this paper discusses the scheme,evaluation indicators and limitations of the performance appraisal of the head nurse of a non-public hospital through literature analysis and case analysis,and finds that there are shortcomings such as unreasonable design of performance evaluation indicators,low validity,and lack of feedback mechanism.Based on this,it is suggested that non-public hospitals should establish a scientific performance appraisal management scheme for head nurses based on the three-dimensional structure theory of performance,combined with the target management method and the 360-degree performance appraisal method,so as to make it more objective,reasonable and effective,thus provide references and reflections for more leaders of non-public hospitals.
关键词
非公立医院/护士长/绩效考核/指标体系
Key words
Non-public hospital/Head nurse/Performance appraisal/Indicator system
维普
万方数据