CAJ | 학술논문

自2006年下半年以来，我们在杭州市第一人民医院分院探索“绩效工资分配”改革，以实施“岗位工资制度”和“绩效奖金制度”改革为前提，真正做到了以事设岗，以岗择人，以岗定薪，绩效挂钩，多劳多得，能上能下，动态管理。从而有效地发挥了“绩效工资分配”的激励机制，凝聚了职工人心，极大地调动了职工的工作积极性，取得了两个效益双丰收。其经验体会：（1）领导班子转变观念和敢于碰硬是关键；（2）过程细化，实践中不断完善方案很重要；（3）注意各方利益博弈，尤对老职工的利益冲突要予以充分考虑；（4）必须重视医院文化建设。
자2006년하반년이래，아문재항주시제일인민의원분원탐색“적효공자분배”개혁，이실시“강위공자제도”화“적효장금제도”개혁위전제，진정주도료이사설강，이강택인，이강정신，적효괘구，다로다득，능상능하，동태관리。종이유효지발휘료“적효공자분배”적격려궤제，응취료직공인심，겁대지조동료직공적공작적겁성，취득료량개효익쌍봉수。기경험체회：（1）령도반자전변관념화감우팽경시관건；（2）과정세화，실천중불단완선방안흔중요；（3）주의각방이익박혁，우대로직공적이익충돌요여이충분고필；（4）필수중시의원문화건설。
Since the late 2006, reform of the performance pay system in First People’s hospital of Hangzhou in have been explored based on “post salary system” and “pay for performance system”, which achieved the success of setting position for business, selecting people for position, setting salary for position, pay for performance, more pay for more work, flexible for position and dynamic management. As a result, the incentive mechanism of “pay for performance” plays its role effectively by bringing workers together and inspiring them, which contributes to the realization of these two benefits. Experience: ( 1) it is important for leaders change ideas and be brave to face difficulties; (2) detailing the process, implement the scheme while practicing is more important;(3) pay attention to game interests of each side, especially need to consider ole workers’ conflicts of profit; (4) it is needed to pay attention to the culture construction of hospitals.