中华医院管理杂志
中華醫院管理雜誌
중화의원관리잡지
CHINESE JOURNAL OF HOSPITAL ADMINISTRATION
2014年
6期
449-452
,共4页
吴泽兵%王前强%朱平华%杨森
吳澤兵%王前彊%硃平華%楊森
오택병%왕전강%주평화%양삼
广西%基本药物%人事制度改革%绩效工资
廣西%基本藥物%人事製度改革%績效工資
엄서%기본약물%인사제도개혁%적효공자
Guangxi%Essential medicine%Personnel system reform%Performance-based pay
目的 研究广西实施基本药物制度配套的人事制度改革及其给广西乡镇卫生院带来的影响和存在的问题.方法 对24所乡镇卫生院院长(副院长)及财务人员进行访谈,对8个县所有卫生院约80%医务人员进行问卷调查,分析基本药物制度对乡镇卫生院的影响.结果 44.02%的被调查医务人员认为实施基本药物制度改革后工作热情下降,乡镇卫生院的医生平均工资下降(P=0.027),奖励性工资没有体现出不同岗位人员间的差别,基层医学人才流失加剧.结论 新的人事制度改革存在激励机制不科学和一些政策操作性差等问题,应在科学测定绩效工资差距、实施“医学人才双向流动”政策等方面进一步加以完善.
目的 研究廣西實施基本藥物製度配套的人事製度改革及其給廣西鄉鎮衛生院帶來的影響和存在的問題.方法 對24所鄉鎮衛生院院長(副院長)及財務人員進行訪談,對8箇縣所有衛生院約80%醫務人員進行問捲調查,分析基本藥物製度對鄉鎮衛生院的影響.結果 44.02%的被調查醫務人員認為實施基本藥物製度改革後工作熱情下降,鄉鎮衛生院的醫生平均工資下降(P=0.027),獎勵性工資沒有體現齣不同崗位人員間的差彆,基層醫學人纔流失加劇.結論 新的人事製度改革存在激勵機製不科學和一些政策操作性差等問題,應在科學測定績效工資差距、實施“醫學人纔雙嚮流動”政策等方麵進一步加以完善.
목적 연구엄서실시기본약물제도배투적인사제도개혁급기급엄서향진위생원대래적영향화존재적문제.방법 대24소향진위생원원장(부원장)급재무인원진행방담,대8개현소유위생원약80%의무인원진행문권조사,분석기본약물제도대향진위생원적영향.결과 44.02%적피조사의무인원인위실시기본약물제도개혁후공작열정하강,향진위생원적의생평균공자하강(P=0.027),장려성공자몰유체현출불동강위인원간적차별,기층의학인재류실가극.결론 신적인사제도개혁존재격려궤제불과학화일사정책조작성차등문제,응재과학측정적효공자차거、실시“의학인재쌍향류동”정책등방면진일보가이완선.
Objective To study the supportive personnel system reform for implementing the essential medicine system in Guangxi,as well as its impacts on the township hospitals and problems so incurred.Methods Deans (and/or vice deans)and financial staff of 24 townships hospitals were interviewed,while 80% of medical staff of health centers in 8 counties were subject to a questionnaire survey,to evaluate impacts of the essential medicine system on township hospitals.Results As shown in the outcomes,44.02%of those surveyed were less enthusiastic after the new system was put in place,township health center doctors found their average salary decreased(P=0.027),and the rewarding salary failed to distinguish differences among posts,which all worsened the brain drain of these doctors.Conclusion The new personnel system is found with setbacks of poor incentive mechanism and poor operability.Thus further improvement should be made in scientific measurement of the gaps found in the performance-based pay,and the implementation of the"two-way flow of medical personnel" policy.