绩效管理渐渐被各个医院采用,但是大部分在具体操作中只流于形式、走过场,绩效管理的过程游离于医院具体业务管理的循环之外,最终达不到预期的目标。绩效考核管理体系的优劣取决于绩效考核指标的设计,只有解决好考核指标如何体现科学性、公平性和公正性,及考核结果如何跟科室的分配机制挂钩,才能起到一个激励、制约的作用,充分调动广大职工的积极性。 Performance management has gradually been adopted by various hospitals, but most of them are merely in the form of specific operations and go through the field. The performance management process is detached from the cycle of hospital-specific business management, and ultimately fails to achieve the desired goal. The merits and demerits of the performance appraisal management system depend on the design of performance appraisal indicators. Only by solving the appraisal indicators how to reflect scientificity, fairness and impartiality, and how does the appraisal result be linked to the distribution mechanism of the department, can it act as an incentive and constraint? Role, fully mobilize the enthusiasm of the staff.