哈医大二院临床科主任绩效考核评价体系研究-工业工程专业论文.docxVIP

Classified Index: F406.15 U.D.C: 658 Dissertation for the Master Degree in Engineering RESEARCH OF PERFORMANCE EVALUATION SYSTEM IN DEAN OF CLINIC OPERATION DEPARTMENT IN THE 2ND AFFILIATED HOSPITAL OF HARBIN MEDICAL UNIVERSITY Candidate: Fu Yu Supervisor: Prof. Wang Tienan Academic Degree Applied for: Master of Engineering Specialty: Industry Engineering Affiliation: The 2nd Affiliated Hospital of Harbin Medical University Date of Defense: December, 2008 Degree-Offering-Institution: Harbin Institute of Technology 哈尔滨工业大学工程硕士学位论文 哈尔滨工业大学工程硕士学位论文 - - I - 摘 要 随着我国医疗体制改革的推进，医院的成功越来越取决于该组织管理人 力资本的能力，医院管理者开始认识到绩效管理塑造医院核心竞争优势的重 要意义。鉴于目前医院对临床业务科主任的聘任考评还是以往干部聘任的管 理模式，制约了医院全面发展的需要，因此如何建立适应市场经济条件下现 代医院发展需要的临床科主任绩效考核评价体系，已成为医院管理者关注的 焦点问题。 本文系统分析了绩效管理及绩效考核的相关理论，以及哈医大二院临床 科主任绩效考核的现状，然后采用工作分析、专家小组、访谈等手段，定量 分析和定性分析相结合的方法收集第一手资料，找出医院人力资源管理的现 状及临床科主任绩效考核存在问题，运用先进的绩效管理模式，就如何建立 哈医大二院临床科主任绩效考核评价体系作了初步研究和探讨，通过 360 度 反馈绩效评价方法的引入，构建了哈医大二院临床科主任绩效考核评价体系。 对 360 度反馈绩效评价制度的导入、原则及注意事项进行了详细的说明，并 对临床科主任绩效考核评价体系的具体实施方案进行了具体阐述。希望通过 本文能给医院管理者在临床科主任绩效考核方面有一些启示。 关键词 绩效考核；临床科主任；评价体系；360 度反馈 - - II - Abstract With the development of medical system reform in China, whether a hospital can be well-run or not is, to a great extent, depends on the ability of its human resource in management. The nosocomial managers are coming to realize the importance of the performance management in shaping the core competitive priority. Whereas the present evaluation system for appointing the dean of clinic operation department is relatively inefficient, which obviously lags the development of the hospital on comprehensive scale. Therefore, it is the bound duty for the managers to establish a more reasonable evaluation system to find the right person as the dean of clinic operation department in market economy. This paper analyzes systematically the correlative theories of performance management and performance evaluation, as well as the status quo of the existing evaluation system in clinic operation department of The 2