CAJ | 학술논문

转变公立医院运行机制的核心是改革医院内部劳动人事分配制度。围绕“以岗为本抓绩效”，需建立以服务数量考核为核心的多劳多得的激励机制、以服务质量考核为核心的质量保证机制、以成本消耗考核为核心的成本约束机制、以群众满意度考核为核心的服务诚信机制，从而使公立医院走上一条“优质，高效，低耗”的健康发展之路。
전변공립의원운행궤제적핵심시개혁의원내부노동인사분배제도。위요“이강위본조적효”，수건립이복무수량고핵위핵심적다로다득적격려궤제、이복무질량고핵위핵심적질량보증궤제、이성본소모고핵위핵심적성본약속궤제、이군음만의도고핵위핵심적복무성신궤제，종이사공립의원주상일조“우질，고효，저모”적건강발전지로。
The core of the transfer of the operational mechanism of the public hospitals is to reform their internal labor and personnel allocation system. Based on the “evaluation of one’s performance on the post”, the incentive mechanism of working more and getting more that takes an assessment of the quantity of services as the core, the quality assurance mechanism that takes an assessment of the service quality as the core, the cost constraint mechanism that takes an assessment of the consumption as the core, and the credit mechanism that takes an assessment of the masses’ satisfaction as the core are required to be established so that the public hospitals will walk on a “high quality, high efficiency, low consumption” healthy way of development.