绩效考核是现代企业人力资源管理的重要组成部分之一，也是医院自我监督和约 束的主要手段和方式。随着我国医疗事业的不断改革和深化，医院核心竞争力由过去 物质资源竞争转变成为人才的竞争。医务人员作为医院专业化的技术人员，其技术和 能力水平影响着医疗机构的整体水平和层次。 构建科学有效的绩效考核指标体系能够客观地评价医务人员的工作态度、工作业 绩和能力，为进一步提高医务人员技术和能力水平奠定基础，也是医院提高竞争力的 重要因素。因此，本文重点研究 A 公立医院医务人员绩效考核指标体系。 本次研究主要运用了文献研究法、实践调查法等方法，主要研究具体包括如下几 方面： 首先，查阅、并整理了绩效考核的理论基础，梳理了国内外绩效考核指标情况的 研究成果，为后期研究 A 公立医院医务人员绩效考核指标体系奠定理论基础； 其次，结合 A 公立医院人事管理和现阶段绩效考核及指标体系的现状，发现绩 效考核体系忽视员工需求、绩效考核忽视过程和结果的应用、绩效考核指标设置缺乏 综合性、绩效考核指标忽视发展性、绩效考核指标设置不均衡等问题，为重新构建绩 效考核体系指明必要性。 再次，明确医务人员绩效考核指标体系优化流程与框架，确定医务人员绩效考核 指标体系的构建与优化，运用问卷调查法，工作态度、工作业绩、服务效益、工作能 力、个人发展潜力五个维度构建出绩效考核指标体系；运用层次分析法计算出新建考 核指标的权重，另外，展示了具体岗位绩效考核指标样例。 最后，根据研究的过程和结果分析了研究的收获，并对研究存在的不足之处加以 说明，展望未来的研究方向。 关键词：A 公立医院；绩效考核；指标体系A 公立医院医务人员绩效考核指标体系优化研究 1 ABSTRACT Performance appraisal is one of the important components of human resource management in modern enterprises, and also the main means and means of hospital self-supervision and restraint. With the continuous reform and deepening of China's medical cause, the core competitiveness of hospitals has changed from the competition of material resources to the competition of talents. As specialized technical personnel in hospitals, medical personnel's technical and ability level influences the overall level and level of medical institutions. Constructing a scientific and effective performance appraisal index system can objectively evaluate the working attitude, work performance and ability of medical staff, and lay a foundation for further improving the technical and ability level of medical personnel, and is also an important factor for hospitals to improve their competitiveness. Therefore, this paper focuses on the performance evaluation Index system of medical staff in a public hospital. This research mainly uses literature research method, practical investigation method and other methods. The main research includes the following aspects: Firstly, it reviews and collates the theoretical basis of performance appraisal, combs the research results of performance Appraisal index at home and abroad, and lays a theoretical foundation for the later research of a public hospital performance appraisal Index system for medical personnel. Secondly, combined with the present situation of personnel management and performance appraisal and index system of a public hospital, it is found that the performance appraisal system ignores the needs of employees, the application of performance appraisal neglect process and results, the lack of comprehensive performance appraisal index setting, the neglect of development of performance appraisal index and the unbalanced setting of performance appraisal index, etc. It is necessary to rebuild the performance appraisal system. Thirdly, it clarifies the optimization process and framework of the performance appraisal Index system for medical personnel, determines the construction and optimization of the performance appraisal Index system of medical personnel, and constructs the performance appraisal index system by using the questionnaire survey method, work attitude, work performance, service benefit, work ability and personalAbstract 2 development potential five dimensions. The weight of the new evaluation index is calculated by using AHP, and the sample of specific post performance evaluation index is also shown. Finally, according to the process and results of the research, the results of the research are analyzed, and the deficiencies of the research are explained, looking forward to the future research direction. K`EYWORDS: APublic Hospital; performanceAppraisal; Index systemA 公立医院医务人员绩效考核指标体系优化研究 3 目 录 第一章 绪论.................................................................................................... 1 第一节 研究背景.........................................................................................................1 第二节 研究目的与意义.............................................................................................1 一、研究目的..........................................................................................................1 二、研究意义..........................................................................................................2 第三节 研究内容、思路与研究方法.........................................................................2 一、研究内容..........................................................................................................2 二、研究思路..........................................................................................................2 三、研究方法..........................................................................................................3 第四节 国内外文献研究综述.....................................................................................4 一、国外医务人员绩效考核研究综述..................................................................4 二、国内医务人员绩效考核研究综述..................................................................5 第五节 可能的创新点.................................................................................................6 第二章 理论基础............................................................................................ 7 第一节 绩效考核的内涵.............................................................................................7 第二节 绩效考核体系.................................................................................................7 第三节 绩效考核指标体系构建方法.........................................................................8 第四节 绩效考核指标体系构建原则与流程.............................................................9 一、指标构建原则..................................................................................................9 二、指标选取流程..................................................................................................9 第三章 A 公立医院医务人员绩效考核现状分析.......................................11 第一节 A 公立医院基本情况................................................................................... 11 第二节 A 公立医院组织结构与人力资源现状....................................................... 11 一、A 公立医院组织结构....................................................................................11 二、A 公立医院人力资源现状............................................................................12 第三节 A 公立医院医务人员绩效考核分析...........................................................13 一、A 公立医院绩效考核的层次性特点............................................................13 二、A 公立医院医务人员绩效考核现状............................................................14 第四节 公立医院医务人员绩效考核体系构建的特殊性.......................................15 第五节 A 公立医院医务人员绩效考核指标体系存在问题...................................16目录 4 一、绩效考核体系构建忽视员工需求................................................................16 二、绩效考核忽视过程和结果的应用................................................................17 三、绩效考核指标设置缺乏综合性....................................................................17 四、绩效考核指标忽视发展性............................................................................18 五、绩效考核指标设置不均衡............................................................................19 第四章 A 公立医院医务人员绩效考核指标体系优化.............................. 20 第一节 医务人员绩效考核指标体系优化流程与框架...........................................20 一、医务人员绩效考核指标体系优化流程........................................................20 二、问卷设计与指标选取....................................................................................21 三、医务人员绩效考核指标体系的构建框架....................................................23 第二节 医务人员绩效考核指标体系的构建与优化...............................................24 一、依据现存问题确定评价指标维度................................................................24 二、评价指标体系的构建....................................................................................25 三、考核指标体系构建要点................................................................................27 四、考核指标体系优化策略................................................................................27 第三节 医务人员绩效考核指标权重的确定...........................................................28 一、构建判断矩阵................................................................................................28 二、确定指标权重................................................................................................30 第四节 具体岗位绩效考核指标样例.......................................................................31 一、 住院科室考核指标......................................................................................31 二、 护理人员单系列考核..................................................................................31 第五章 绩效考核指标体系优化构建的保障措施与实践预试效果.........33 第一节 绩效考核指标体系构建的保障措施...........................................................33 一、优化机构设置................................................................................................33 二、强化监督管理................................................................................................34 三、制定动态化的绩效考核方案........................................................................35 第二节 实践预试效果...............................................................................................36 一、实践应用目的................................................................................................36 二、实践应用思路................................................................................................36 三、应用特点与实践效果....................................................................................37 第六章 结论与展望......................................................................................39 第一节 结论...............................................................................................................39 第二节 局限与展望...................................................................................................39A 公立医院医务人员绩效考核指标体系优化研究 5