CAJ | 학술논문

在医院绩效管理中引入以工作量为核心的RBRVS评估系统,是公立医院改革和医院内部精细化管理的需要.通过一年的实践,建立了以RBRVS评估系统为基础的新型绩效方案,通过核算各操作的RVS点值、CF值并确定各职系间接工作量基准系数等指标,得到各科室、各岗位的绩效奖金额.新方案的实施在激发员工工作积极性、提高工作效率、减少人力资源成本、控制耗材等方面起到了明显的作用.但其设计和实施是一个复杂的系统工程,需要因地制宜、稳步推进.
재의원적효관리중인입이공작량위핵심적RBRVS평고계통,시공립의원개혁화의원내부정세화관리적수요.통과일년적실천,건립료이RBRVS평고계통위기출적신형적효방안,통과핵산각조작적RVS점치、CF치병학정각직계간접공작량기준계수등지표,득도각과실、각강위적적효장금액.신방안적실시재격발원공공작적겁성、제고공작효솔、감소인력자원성본、공제모재등방면기도료명현적작용.단기설계화실시시일개복잡적계통공정,수요인지제의、은보추진.
RBRVS assessment system has been carried out in hospital performance management,which meets the needs of the reform of public hospitals and hospital fine management.The one year practice at the hospital has built a new model of performance management based on the RBRVS assessment system.Calculation of the RVS point values and CF values of the operations and determination of such indexes as the indirect workload reference coefficient of the grades,will yield the amount of the performance bonus of individual departments and posts.The new model proved effective in improving staff incentives and efficiency,saving human resource cost and controllable materials.However,its design and implementation is a complex systematic engineering in need of measures suited to local conditions and steady progress.