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沈阳市基层医疗卫生机构绩效工资改革研究_MBA硕士论文(63页).zip

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更新时间:2015/4/15(发布于湖北)

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文本描述
I
摘 要
深化收入分配制度改革,完善事业单位工资制度,建立健全符合事业单位特点、
体现岗位绩效和分级分类管理的工资分配制度,是党中央、国务院对事业单位改革提
出的新要求。基层医疗卫生机构作为卫生系统的重要组成部分,关系到人们群众的日
常生活和身体健康,越来越受到各方面的重视。如何提高基层医疗卫生机构的服务质
量,体现基层医疗卫生机构的公益性,调动基层医疗卫生机构工作人员的工作积极性,
关键看基层医疗卫生机构绩效工资开展情况。

本文正是适应事业单位绩效工资改革的需要,以沈阳市基层医疗卫生机构为研究
对象,通过对我市基层医疗工作者相关的问卷调查,阐明当前我市基层医疗卫生机构
绩效工资改革的现状。深刻剖析其存在的问题和难点,归纳其产生的原因主要有以下
几方面:一是政策不配套,政策依据不足;二是认识不到位,阻碍了改革的发展;三
是缺乏科学客观的绩效考评机制。这些问题严重影响着基层医务工作者的积极性,影
响基层医疗卫生机构的健康发展。紧接着本文针对这些问题明确我市基层医疗卫生机
构改革的总体思路和主要目标,为当前基层医疗卫生机构设计绩效工资方案,从而完
善我市基层医疗卫生机构工资分配体系,构建科学合理的考核指标体系,严格考核程
序,减少绩效工资中的不合理因素,保证绩效工资分配的公平性,激励员工努力工作,
进而提高基层医疗卫生机构的整体工作效率,为推动我市基层医疗卫生绩效改革的理
论研究和实践提供一定的参考和借鉴。

关键词: 基层医疗卫生卫生机构,绩效工资,改革Research on Performance Salary Reform of
Grassroots Medical and Health Institutions in
Shenyang
Abstract
The CPC central committee and the state council put forward new requirements to
reform of publlic institution to deepen the reform of the income distribution system, to
improve the wage system of public institutions and to establish and improve the salary
distribution system in accordance with the characteristics of public institutions and reflecting
position performance and classified management. Being an important part in health system
and related to people’s daily life and fitness, grassroonts medical and health institutions
attract more and more emphasis from all aspects. How to improve the service quality of
grassroots medical and health institutions, reflect their public welfare and motivate the staff’s
enthusiasm of work mainly depends on their development of perfomance salary.
This thesis, just to adapt to the need to reform performance salary of public institutions,
on the basis of the research on grassroots medical and health institutions in Shenyang and
survey on their staff’s performance salary, illuminates the current situation of their
performance salary reform. With deep analysis of the problems and difficulties existing in
the reform, it concludes the principles as follows. Firstly, it’s lack of complete policies and
corresponding basis. Secondly, lack of enough recognition prevents reform development.
Thirdly, it’s lack of scientific and objective performance evluation mechenism. These
problems have a serious effect on the positivity of grassroots medical workers and the sound
development of grassroots medical and health institutions. Tailoring toward these problems,
this thesis illuminates the general thought and main object of the reform of grassroots
medical and health institutions in Shenyang and takes typical hospitals as examples in
designing performance salary plans to improve the salary distrubution system of them, to
construct scientific and reasonable assessment indext system, to strict evaluation procedures,
to reduce the irrational factors in performance salary, to ensure the equality of salary
distribution, to encourage the staff to work hard, to improve the working efficiency of the
entire grassroots medical and health institutions, and provide certain reference and basis to
theory study and practice of grassroots medical and health reform of performance salary.
Key Words: Grassroots Medical and Health Institutions,Performance Salary,Reform