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MBA毕业论文_SZ市立医院编外聘用医护人员激励优化研究DOC

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随着我国经济实力的提高,人民生活水平已日益改善,党的十九大报告中指出, 当前我国社会的主要矛盾已经不再是日益增长的物质文化需要同落后的生产力之间 的矛盾,而是转化为人民日益增长的美好生活需要和不平衡不充分的发展之间的矛 盾,这种不平衡不充分在社会各个方面都体现的淋漓尽致,在这其中医疗卫生领域人 员紧缺和素质不足的矛盾尤其剧烈,从某种意义上说,这已经严重影响到我国具有公 益属性单位的效能和运营建设。可以毫不客气地说,现实已经倒逼要我们要做好医院 人力资源服务保障工作,尤其是在医生队伍的数量和素质的提高。因此,如何充分调 动医生队伍的积极性,促进其深入研究,不断取得创新,改善服务态度,提高业务水 平,合理的激励机制就尤为重要。而如何在现有激励机制下,充分利用相关激励理论 来挖掘医院人力资源潜力,促使其激励机制的优化已经成为一个值得关注和研究的问 题。 本文以激励理论为支撑,借助 SZ 医院编外聘用医护人员的调查问卷和访谈记录 为数据,利用相关理论着重对公立医院编外聘用人员的激励机制中的目标、手段、结 果进行分析,研究如何对 SZ 市立医院编外聘用医护人员的激励机制进行优化。我们 认为医院在人力资源激励机制优化上进行相应的改革十分有必要,无论是先前的激励 管理制度也好,新的激励制度也好,本身并不存在正确与错误、谁优谁劣之分,然而, 任何单位的激励制度都应该建立在自身的管理能力上,既要符合理论也要结合实际。 本文将通过分析 SZ 市立医院编外聘用人员激励制度所面临的问题进行深入研究,深 入研究其出现的问题,探寻原因,并结合人才激励体系和当地医院实际,优化其人才 激励机制。 关键词:编外聘用医护人员;激励机制;优化I ABSTRACT The report of the 19th National Congress of the Communist Party of China pointed out that the main contradiction in our society has been transformed into a contradiction between the people’s growing needs for a better life and the development of inadequate and unbalanced development. This imbalance is fully reflected in all aspects, especially the shortage of personnel in the medical and health fields. The contradiction between the lack of quality and the quality is particularly severe, which has already affected the capacity building of public service. In a word, the reality has forced us to do a good job in the hospital's human resources service guarantee, especially the increase in the number and quality of the doctor team. Therefore, how to fully mobilize the enthusiasm of the doctor team, promote its in-depth research, continuous innovation, improve attitudes, improve the level, and reasonable incentive mechanism is particularly important. And how to make full use of relevant incentive theory to explore the potential of hospital human resources under the existing incentive mechanism and promote the optimization of its incentive mechanism has become a problem worthy of attention and research. With the questionnaires and interview records of the Non-personnel medical staff by SZ hospitals and by the theory is used to analyze the goals, means and results of the hospital incentive mechanism, we want to make it clear about how to Optimize mechanism . We believe that it is necessary for the hospital to carry out corresponding reforms in the optimization of human resources incentive mechanism. Whether it is the previous incentive management system or the new incentive system, there is no right or wrong to identity who is superior or inferior. However, any system should be based on its own management capabilities, and hospitals should make optimal choices to meet their own reality. This paper will conduct an in-depth study on the problems faced by the SZ hospital's Non-personnel medical staff incentive system, and find out the problems of its current incentive mechanism.And our goal is to find out the reasons and according to the relevant theory of incentives and the actual situation of the hospital and propose scientific and reasonable improvement measures and optimize its incentive mechanism. KEYWORDS: Non-personnel medical staff ;;incentive mechanism ;optimize1 目 录 第一章 绪论...................................................................................................1 第一节 研究背景与研究意义.......................................................................................... 1 一、研究背景................................................................................................................ 1 二、研究意义................................................................................................................ 2 第二节 研究主要内容与研究方法 ................................................................................ 2 一、研究主要内容........................................................................................................ 2 二、研究方法................................................................................................................ 3 第三节 相关文献综述...................................................................................................... 3 第二章 概念与理论基础...............................................................................5 第一节 激励的相关内涵.................................................................................................. 5 第二节 内容型激励理论和期望性激励理论 ................................................................ 6 第三章 SZ 市立医院编外聘用医护人员激励现状及问题分析...................7 第一节 SZ 市立医院概况 ................................................................................................ 7 第二节 SZ 市立医院编外医护人员激励现状 ................................................................ 7 一、编外聘用医护人员收入构成................................................................................ 7 二、编外聘用医护人员奖励机制................................................................................ 8 三、编外聘用医护人员培训机制................................................................................ 8 第三节 SZ 市立医院编外医护人员激励的问卷调查和访谈记录 ................................ 8 一、问卷调查................................................................................................................ 8 二、访谈记录.............................................................................................................. 17 第四节 SZ 市立医院编外医护人员激励存在的问题 .................................................. 21 一、领导参与与重视程度不够.................................................................................. 21 二、薪酬制度体系不合理.......................................................................................... 22 三、培训机制不健全.................................................................................................. 22 四、奖励制度种类不丰富.......................................................................................... 23 五、医院主体文化尚未形成...................................................................................... 242 第五节 导致 SZ 市立医院编外聘用医护人员激励问题的原因................................ 25 一、外部环境.............................................................................................................. 25 二、医院自身.............................................................................................................. 25 三、员工自身.............................................................................................................. 26 第四章 优化 SZ 市立医院激励模式的对策建议与实施保障....................27 第一节 对策建议 .......................................................................................................... 27 一、提高对于医院编外医生激励机制构建的认识.................................................. 27 二、完善编外聘用医护人员的薪酬体系制度.......................................................... 28 三、为编外聘用医护人员提供培训活动.................................................................. 29 四、有的放矢采取多种奖励制度.............................................................................. 30 五、凝聚人心夯实医院文化基础.............................................................................. 30 第二节 实施保障 .......................................................................................................... 31 一、组织保障.............................................................................................................. 31 二、制度保障.............................................................................................................. 32 第五章 研究结论和结语...............................................................................33