摘要
赢在中层医院的竞争力取决于中层干部的执行力。但现况是医院多数中层干部大多是医疗专家或骨干,忙于业务疏于管理是普遍存在的现象。综合目标绩效管理有利于提升个人、部门和组织的绩效,符合医院的长远发展。然而,目前医院绩效考核工作还存在权重制定缺乏科学性、监督停留形式等问题。我们通过"综合目标管理绩效考核",对医院中层实行绩效激励,提高了中层干部作为管理主体的意识和主观能动性,也提高广大医务工作人员积极性和提高了医院医疗和服务水平,提升了信誉度和竞争力,使医院管理进入良性循环,医院质量持续改进。
In the middle of the competition,the competitiveness of the hospital depends on the executive power of the middle level cadres. But the current situation is most hospitals middle-level cadres are mostly medical experts or backbone,busy business and lax management is widespread phenomenon. Through the performance assessment of comprehensive target management,we can improve the management of the middle level cadres as the main body of the management,improve the consciousness and initiative of the management,improve the level of hospital medical and service,improve the credibility and competitiveness,so that the hospital management into a virtuous circle,the hospital quality continues to improve.
出处
《中国卫生标准管理》
2016年第1期17-18,共2页
China Health Standard Management
关键词
基层医院
综合目标管理
绩效考核
Primary hospital
Comprehensive management
Performance evaluation
