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近年来,随着我国卫生政策的不断调整和医疗技术水平的不断发展与创新,我国大、中、小型医院也在不断地发生体制性改革。医院作为知识密集型行业,以患者生命为服务对象,具有高风险、高技术含量的鲜明特征,这就促使智力资本和人力资源两个要素在提升医院核心竞争力,促进医院和谐健康发展,创造更多社会效益方面发挥着至关重要的作用。重视医院人力资源开发并进一步加强人力资源管理体系建设,对提升医院服务质量,增强医院管理水平,实现医院长期可持续发展具有重要意义。绩效管理作为人力资源管理体系中的基础,不仅仅是对医护人员工作成绩的简单总结。它与医院的发展前景息息相关,更与医护人员的职业发展密切相连。绩效管理已成为是人力资源管理系统中不可缺少的重要组成部分。
In recent years, with the continuous adjustment of China’s health policy and the continuous development and innovation of the medical technology, institutional reforms have been continuously carried out in large, medium and small hospitals in our country. Hospitals, as knowledge-intensive industries and patients’ lives, serve as the target of patients with high-risk and high-tech distinctive features, which promote the two elements of intellectual capital and human resources to enhance the core competitiveness of hospitals, promote the harmonious and healthy development of hospitals and create More social benefits play a crucial role. Emphasizing the development of human resources in hospitals and further strengthening the construction of human resources management system are of great significance to improving the quality of hospital services, enhancing the management level of hospitals and realizing long-term sustainable development of hospitals. Performance management as a human resource management system in the foundation, not just a simple summary of the performance of health care workers. It is closely linked with the development prospects of the hospital and more closely linked with the career development of medical staff. Performance management has become an integral part of human resource management systems.