提高科室绩效稳定员工队伍-英汉互译版.docVIP

提高科室绩效 稳定员工队伍 Improve department performance stable staff team 背景简介 我所在的安徽医科大学第二附属医院是经安徽省政府批准新建的一所集医疗、教学、科研、预防、保健、康复等多功能于一体的非营利性、三级甲等现代化综合性教学医院，医院运用全新的设计理念和全新的管理模式，旨在提供全新的就医环境和新型优质的医疗服务，围绕人性化服务的宗旨和品牌经营的理念，高起点发展，高标准要求。目前，在医院的管理工作中，医院的分配制度，尤其是医院的奖金分配方面是困扰医院的一个难题。而一个好的分配方案会极大地提高职工的积极性，是医院可持续发展的保证，好的分配方案也体现了一个医院的管理水平。我院作为一所高起点的医院，在分配方案的制定，实行和全面推开前，院领导曾带队遍访全国，最后选定了台湾模式的工作量分配方案，该方案下医生和护士的绩效分开计算，体现多劳多得而不是多收多得，同时体现优劳优得，对技术含量高、风险大的工作提成的绩效应该较高的方式。然而，即使是一个较好的分配方式，在实行的过程中，实践证明它仍然存在有不足的一面，究其原因，是有的部门工作技术含量还未被认同，优劳的内涵还没有具体体现，有待于通过今后的实践来不断完善。 Background Introduction The Second Affiliated Hospital of Anhui Medical University which I worked in, approved by the Anhui provincial government, a new set which possessing multi-functions of medical treatment, teaching, scientific research, disease prevention, health care, rehabilitation etc. a non-profit and class A, grade 3 level modern Comprehensive teaching hospital, the hospital use a whole new concept and management model, aims to provide new medical environment and the new quality of medical service, around the purpose of the human services and brand management philosophy, High starting point development and high-standard requirements. Currently, the management of the hospital, the hospitals distribution system, especially hospitals bonus distribution is a troubled problem. A good distribution plan will greatly improve their initiative to ensure sustainable development of the hospital, meanwhile good distribution plan also reflects a hospital management level. As a high starting point hospital, before the formulation of the distribution plan, implement and fully open, the hospital leaders had visited the whole nation , finally they select the Taiwan model workload allocation scheme, Doctors and nurses performance calculated separately, reflects more pay for more work not collect more much, and, at the same time reflect optimal fatigue optimal, high technology content, performance should use a higher risk work pay. However, even if i