公立医院薪酬制度改革难点及其对策研究
Research on the Difficulties and Countermeasures of Salary System Reform in Public Hospitals
吴为林 1荣海潮 2谈在祥3
作者信息
- 1. 徐州医科大学管理学院 江苏 徐州 221004;盐城市第一人民医院 江苏 盐城 224000
- 2. 徐州医科大学管理学院 江苏 徐州 221004
- 3. 徐州医科大学管理学院 江苏 徐州 221004;徐州医科大学附属医院 江苏 徐州 221006
- 折叠
摘要
公立医院薪酬制度改革是我国医药卫生体制改革的重要内容,更是公立医院高质量发展亟待解决的重点和难点问题.通过文献研究和比较分析,梳理我国公立医院薪酬制度改革历程和医务人员薪酬现状,并比较部分发达国家公立医院薪酬体系间的差异;探讨了我国在该领域存在的政府财政投入不足且不均衡、薪酬制度保障薄弱、医务人员薪酬水平偏低、内部差距不合理、绩效考核分配不科学等问题.从加强政府财政投入、落实制度保障、完善绩效考核分配体系、非经济性薪酬补偿、加强信息化支撑5个方面提出对策和建议,为进一步提高改革成效提供参考.
Abstract
The reform of public hospital salary system is an important part of China's medical and health system reform,and it is also the key and difficult point to be solved in the high-quality development of public hospitals.Through literature research and comparative analysis,it sorts out the reform process of China's public hospital salary system and the salary status of medical personnel,and compares the differences between the salary systems of public hospitals in some developed countries;Some difficult problems exist in this field,such as insufficient and unbalanced government financial investment,weak guarantee of salary system,low salary level of medical personnel and unrea-sonable internal gap,and unscientific performance appraisal distribution.Countermeasures and suggestions are put forward from five aspects:strengthening government financial input,implementing system guarantee,improving performance appraisal and distribution system,non-economic compensation,and strengthening information sup-port,so as to provide reference for further improving the reform effect.
关键词
公立医院/薪酬制度改革/医务人员/绩效考核分配/激励Key words
public hospitals/reform of the salary system/medical staff/performance appraisal allocation/in-centive mechanism引用本文复制引用
出版年
2024
NETL
NSTL
万方数据