[1]黄 梅,杨克勤,卢琼芳,等.基于问卷调查结合医院发展的岗位绩效分配差异性的分析[J].医学信息,2021,34(08):134-138.[doi:10.3969/j.issn.1006-1959.2021.08.035]
　HUANG Mei,YANG Ke-qin,LU Qiong-fang,et al.Analysis on the Differences of Post Performance Distribution Based on Questionnaire Survey and Hospital Development[J].Medical Information,2021,34(08):134-138.[doi:10.3969/j.issn.1006-1959.2021.08.035]
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基于问卷调查结合医院发展的岗位绩效分配差异性的分析()
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医学信息[ISSN:1006-1959/CN:61-1278/R]

卷:
34卷
期数:
2021年08期
页码:
134-138
栏目:
调查分析
出版日期:
2021-04-15

文章信息/Info

Title:
Analysis on the Differences of Post Performance Distribution Based on Questionnaire Survey and Hospital Development
文章编号:
1006-1959（2021）08-0134-05
作者:
黄 梅; 杨克勤; 卢琼芳; 等
（贵港市人民医院运营管理办公室，广西 贵港 537100）
Author(s):
HUANG Mei; YANG Ke-qin; LU Qiong-fang; et al.
(Operation Management Office of Guigang People’s Hospital,Guigang 537100,Guangxi,China)
关键词:
公立医院; 绩效管理体系; 岗位绩效
Keywords:
Public hospitals; Performance management system; Job performance
分类号:
R197
DOI:
10.3969/j.issn.1006-1959.2021.08.035
文献标志码:
A
摘要:
目的 建立公立医院全面绩效管理体系中岗位绩效分配差异评价方案。方法 2019年12月1日~31日通过问卷调查和专家咨询，分析我院各临床科室、医技科室、行政职能部门、医辅和工勤岗位对医院目标贡献度，各科室岗位的工作强度、技术风险，对行政工勤岗位服务幅度、服务难度、工作强度、工作责任等进行测评。结果 ①不同类别岗位的贡献度和工作强度的综合排序为医疗、护理、医技、药剂、行政职能、非卫生专技、工勤，其中临床医疗岗位为一类岗位，护理、医技和行政职能管理岗位为二类岗位，其它专业和工勤岗位为三类岗位；临床岗位员工对医院目标实现的贡献度及工作强度的一级比例达88.69%，高于其他类别员工，差异有统计学意义（P＜0.05）；②临床科室技术风险与工作强度间呈正相关（r=0.977），其中急救中心等12个科室为一类科室，手足显微骨科等14个科室为二类科室，内分泌科等13个科室为三类科室；③医技科室技术风险与工作强度间呈正相关（r=0.906），其中放射科等为一类科室，输血科等4个科室为二类科室，心电图室等7个科室为三类科室；④护理单元技术风险与工作强度呈正相关（r=0.990），其中急救中心等9个科室为一类科室，产科等27个科室为二类科室，口腔科等13个科室为三类科室；⑤医辅工勤科室服务幅度分值与服务难度（r=0.954）、工作强度（r=0.936）均呈正相关，其中120车队等6个科室应列为一类科室，保卫科等7个科室建议列为二类科室，被服仓库统计室等8个科室建议列为三类科室；⑥行政管理部门综合排序前5的依次为医务科、护理部、医院办公室、人事科、党委办公室，其中医务科等5个科室为一类科室，运营管理部等6个科室为二类科室，工会等5个部门为三类科室。结论 医院各部门间岗位绩效存在差异，根据贡献度和工作强度的综合排序依序为医疗、护理、医技、行政职能、药剂、非卫生专技、工勤，本方案将不同科室、不同岗位分为三类，以期为医院的绩效考核提供参考依据。
Abstract:
Objective To establish an evaluation plan for the difference in job performance distribution in the overall performance management system of public hospitals.Methods From December 1st to 31st, 2019, through questionnaire surveys and expert consultations, we analyzed the contribution of various clinical departments, medical technical departments, administrative functions, medical assistants, and industrial positions in our hospital to the hospital’s goals.The work intensity and technical risks of each department post are evaluated on the service range, service difficulty, work intensity, and work responsibilities of administrative work positions.Results ①The comprehensive ranking of the contribution and work intensity of different types of posts were medical care, nursing, medical technology, pharmacy, administrative functions, non-health specialized skills, and industrial work. Among them, clinical medical posts were the first category of posts, nursing, medical technology and administration functional management positions were classified as second-class positions.Other professional and industrial positions were three types of positions; the first-level proportion of clinical staff’s contribution to the achievement of hospital goals and work intensity was 88.69%, which was higher than other types of staff,the difference was statistically significant (P<0.05);②There was a positive correlation between the technical risks of clinical departments and work intensity (r=0.977). Among them, 12 departments such as emergency center were first-class departments, such as hand and foot microscopy orthopedics, etc. 14 departments were the second-class departments, and 13 departments including endocrinology, were the third-class departments;③There was a positive correlation between the technical risk of the medical technology department and the work intensity (r=0.906). Among them, the radiology department, were the first-class departments.4 departments including blood transfusion department,were classified as second-class departments, and 7 departments including electrocardiogram room,were classified as third-class departments;④The technical risk of nursing unit was positively correlated with work intensity (r=0.990), among which 9 departments such as emergency center, were first-class departments, and 27 departments including obstetrics, were second-class departments,13 departments including stomatology, were three types of departments;⑤The service range scores of the medical assistant engineering department were positively correlated with the difficulty of service (r=0.954) and work intensity (r=0.936).Among them, 6 departments including 120 fleets, should be classified as first-class departments, and 7 departments, including security department, were recommended to be classified as second-class departments.8 departments, including the statistics room,were recommended to be classified as three types of departments;⑥ The top five administrative departments in the comprehensive ranking were Medical Department, Nursing Department, Hospital Office, Personnel Department, and Party Committee Office. Among them, 5 departments including Medical Department,were the first-class departments.The 6 departments including the Operation Management Department,were classified as Class II departments, and the 5 departments including the Labor Union, were classified as Class III departments.Conclusion There are differences in job performance among various parts of the hospital. According to the comprehensive ranking of contribution and work intensity, they are medical care, nursing, medical technology, administrative functions, pharmacy, non-health expertise, and labor.This plan divides different departments and different posts into three categories, in order to provide a reference basis for the hospital’s performance appraisal.

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