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The new path of human resource management in public hospitals

Author: WuYongJun From: www.yourpaper.net Posted: 2010-05-31 06:43:23 Read:
[Abstract] along with the policy of medical reform in China has gradually implemented, China's medical market will gradually appear in public hospitals as the main body, a variety of other forms of ownership coexist in the hospital, mainly in public hospitals, private hospitals and other hospitals coexist at the same time, competing situation.On the current status of the development of medical market, the competition of medical market, in essence, is the competition of human capital, public hospital internal human resources can maximize its effectiveness, is a key link in relation to public hospitals in the fierce medical market competition in the survival and development of.Therefore, the author thinks, strengthen public hospital human resources management has become an important problem urgently to be solved at present, based on this, this paper will discuss the new path of human resource management in public hospitals in China, in order to provide some reference to the strengthening of China's current public hospital human resource management model.
The problem of path analysis [
the necessity of human resource management in public hospital Keywords]

1 to strengthen the human resource management of public hospitals in China and the necessity of
With the policy of medical reform in China has gradually implemented, China's medical market will gradually appear in public hospitals as the main body, a variety of other forms of ownership coexist in the hospital, mainly in public hospitals, private hospitals and other hospitals coexist at the same time, competing situation.On the current status of the development of medical market, the competition of medical market, in essence, is the competition of human capital, public hospital internal human resources can maximize its effectiveness, is a key link in relation to public hospitals in the fierce medical market competition in the survival and development of.Therefore, the author thinks, strengthen public hospital human resources management has become an important and urgent problem, to strengthen the human resources management of public hospital in China is very necessary.

Existing in current human resource management in public hospitals in China in the 2
the problem
2.1 human resource management concept of weak
About the concept of human resource management of China's current public hospital has not a systematic understanding, many public hospitals are not aware of the importance of strengthening hospital human resources development and management, the human resources management of the investment can not bring economic benefits to the hospital, did not set up the development and management of human resources in science and philosophy.In the increasingly fierce competition in the market environment, the public hospital must be aware of the hospital, hospital staff are in equal status, the two is the relationship of mutual promotion, mutual dependence.The hospital will come to the hospital workers hired to work, in essence, the goals of the two are unified, based on above analysis can be seen, the public hospital development and management of human resources workers should take the development goal of the hospital with hospital staff occupation career planning organic combination together, so as to realize the win-win public hospital units workers "".
2.2 there is no scientific and effective human resources performance evaluation mode of
On the present situation of our country, our country still belongs to the Department of public hospital institutions, performance evaluation mechanism of human resource management in public hospitals have been adopted in China is the institution has been adopted for the annual examination mode, is the unit interior all employees "Germany, can, Qin, performance and cheap," has been compared to general examination.Human resources evaluation model of this form is often a mere formality, it is usually difficult to truly reflect the workers make different positions on the achievements and problems, not very good to the assessment results with organic connection with the employees make together, difficult to mobilize employees actively into the work to enthusiasm.
The lack of an effective incentive mechanism of
2.3 the process of human resources management
The lack of an effective incentive mechanism current public hospital human resources management process is mainly manifested in no difference compensation allocation way.Since the recent period, although many of China's public hospital formulated and promulgated a series of related human resource reform measures, which also involves the allocation of internal human resources salary in hospital, but the vast majority of public hospital in China still use is post wage system of the institution of traditional, for this system the human resources salary positive role to encourage internal employees good from the essence can not play, will further enhance the work efficiency can not promote the public hospital.3 of human resource management in public hospitals in China in the new path analysis of
3.1 enhancement of human resource management in public hospital scientific concept of
The era of knowledge economy is an era of talent sovereignty, the so-called "talent sovereignty" refers to people with more employment options and the right to self-determination.Talent is not passively adapt to the unit or work.Therefore, public hospitals should respect the autonomy right to select talent and work, on this basis, should also provide products and services of human resources for human talent from the intrinsic demand angle, to win the satisfaction and loyalty of talent.Talent is not simply by labor wage income, but with the hospital shared value creation results.
3.2 construction of open, equal, competition, preferred talent employment mechanism of
It is the key link of human resources management in public hospitals.Publicly, is for the needed talents, we should be good at internal selection and appointment, and dare to face a society to open recruitment.In the process of internal selection in public hospital, not only to see the talent already some achievement and experience, also should see the staff's basic quality, development potential and future development value.In the open recruitment process, to broaden the channels for people, dare to break the units, industry, region boundaries, increase transparency, to provide for all kinds of different talents and create opportunities for development.Equality, is whether the internal selection or public recruitment, to do make no exception.As long as consistent with the recruitment requirements, have the corresponding qualifications, qualifications and work experience, should provide a fair competitive opportunities for its.Competition and selection is to allow for a job candidates, through the survival of the fittest to select and achieve the best match for the job.
3.3 to establish a scientific, fair, public performance appraisal system of
In the human resources management of public hospital, performance appraisal is one kind of feedback of labor costs, but also the important basis for the payment of compensation.Performance evaluation is usually from the point of view of the hospital management goal, procedure and method of a system, for the staff reflected in medical service work attitude, work ability and work performance, is based on the fact that evaluation, and human resource management evaluation and evaluation of implementation help the target of the management and staff personal development goals.Based on this, in the implementation of the performance appraisal of it must have a can reflect the job characteristics and personal achievements of scientific assessment standards, at the same time in the implementation of the performance appraisal of fairness, justice, and timely assessment results for the assessment to be open, good feedback and communication work.

Reference
[1] Zhou Xianghong, Zhao Xiaobo. Discussion on the present stage of human resource management in public hospital problems and difficulties of [J]. International Journal of pharmaceutical medicine, 2008, (15)
[2] Li Zhaoyang, Chen Feng. During the period of social transformation, the public hospital human resources management of [J]. PLA Hospital Management Journal, 2009, (02)
[3] Yu Lijuan. Construction of "hospital human resources management mechanism, people-oriented", to promote the development of [J]. hospital coordinated national medical journal of China, 2008, (15).
[4] Xu Liaoyan. Human resource management innovation of hospital new initiatives [J]. world of entrepreneurs semimonthly (THEORY EDITION), 2009, (01).
[5] Wu Xiaoqi, Liao Likui, Zhang Hao, Tang Xiaoqin. Human resource management in our state-owned hospitals in the problems and Countermeasures of [J]. health economics research, 2008, (03).
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