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论文编号：	5065
作者编号：	2220101041
上传时间：	2013/5/22 23:37:57
中文题目：	A医院康复医学科人员绩效评价体系优化研究
英文题目：	Study on optimization strategy of the performance appraisal system for rehabilitation medicine department in A hospital
指导老师：	袁庆宏
中文关键字：	军队医院；康复医学科；绩效评价；优化对策；指标体系
英文关键字：	military hospital; department of rehabilitation medicine; performance appraisal; optimization strategy; evaluating index system
中文摘要：	提高医院业绩和服务水平的关键在于提高绩效，高绩效的员工、高绩效的工作团队、高绩效的工作流程和高绩效的管理才能铸造一个高绩效的医疗服务平台。绩效评价是绩效管理系统中的关键环节，一套科学的、合理的绩效评价系统可以从岗位、风险、质量、效率、效益和未来发展等方面对医院、科室和个人工作进行综合评价，帮助组织和员工纠正偏差，提升工作能力和效率，为医院的持续发展带来持久的战斗力。为适应国家医疗卫生体制改革和建设研究型医院的要求，提高科室和员工的工作绩效，本文对A医院康复医学科现行的员工绩效评价系统存在的问题进行分析、探讨，针对问题提出优化对策，构建相对科学、合理、符合实际的绩效评价体系，为科室管理和对人员的合理使用提供方法和依据。本文采用文献整理和复习的方法对国内外医院绩效评价的状况进行了回顾、分析，对科室现行的绩效评价系统进行了研究，探讨其中存在的问题和原因。采用调研和资料整理的方法针对存在的问题提出优化对策，改进评价方法，改善信息采集系统，优化评价内容和指标，并确定各级指标的权重分布。通过优化对策，采用多源绩效评价360度信息反馈考核法，将信息采集的来源制定为直接上级评价、同事评价、同行评价、自我评价和患者评价。构建以基本素质指标、工作能力指标、工作业绩指标和卓越性指标4项为一级指标的评价指标体系，下设13项二级指标和48项三级指标，基本覆盖了科室各项临床工作。确定了指标的量化方法，计算、确定各级指标的权重。通过制度的建立和完善、组织结构的调整、技术的支持和科室文化的建设来保障绩效评价体系的有效运行。通过绩效评价体系的优化研究能够帮助科室构建相对科学、合理的绩效评价系统，促进员工工作能力和效率的提高，为科室管理工作提供参考和依据，同时也为医务人员自身的调整和提高提供导向。
英文摘要：	The key to improve the achievement and the service level of a hospital is to improve the work performance. High level performance of employee, work team, workflow and management would establish a high level performance of medical service platform. So the performance appraisal plays a crucial role in the management system. A comprehensive evaluation for hospital, department and the staff could be evaluated by a scientific and rational performance appraisal system on several aspects such as the post, risk, quality, efficiency, benefit and future development. The performance appraisal system could help them rectify errors, improve the work ability and efficiency and earn lasting developing force for the hospital. So to adapt to the requirements of the national health system reform and building a research hospital while improving the performance of the rehabilitation department and staff, it is necessary to analyze and investigate the existing problems of current employee performance appraisal system in rehabilitation department of A hospital, to suggest optimizing countermeasures for these problems and to build scientific, rational, and practical performance appraisal system. And, ultimately, to provide methodology and foundation for department management and human resource development. This article analyzed the history and current status of both domestic and foreign hospitals’ performance appraisal systems through literature review, and investigated the existing problems and source of issues in the rehabilitation department’s current performance appraisal system. Through scientific investigation and data analysis, optimized countermeasures were also suggested to improve the performance appraisal methods and information collection system, and to optimize appraisal contents and indicators while identifying the weightings for different indicators. Through optimizing countermeasures and using multi-source feedback 360-degree assessment, the sources of the information are formulated as direct supervisor evaluation, colleagues’ evaluation, peer evaluation, self-evaluation and patient assessment. A category one assessment indicator system is built with four indicators: quality indicator, capability indicator, performance indicators and excellence indicators. There are 13 category two indicators and 48 category three indicators. These indicators essentially cover various clinical works within the department. This research also established quantification methods of indicators and the methodologies to compute and determine weightings of indicators. The effective operation of the performance appraisal system is guaranteed through the establishment and improvement of the system, organizational restructuring, technical support and department culture development. The research on the optimization of the performance appraisal system can help the rehabilitation department to build scientific, rational, and practical performance appraisal system, to promote staff capability and efficiency, and to provide reference and foundation for the department management, while providing guidance for medical staff’s self-improvement.
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