学位论文独创性声明
本人郑重声明：本人所呈交的学位论文，是在导师的指导下，独立进行研究所取得的成果。除文
中已经注明引用的内容外，本论文不含任何其他个人或集体已经发表或撰写的作品，也不包含为
获得安徽财经大学或其他教育机构的学位或证书所使用过的材料。对本文的研究做出重要贡献的
个人和集体，均已在文中标明并表示了谢意。
本声明的法律后果由本人承担。
论文作者（签名）：
2023年1月 3日
学位论文使用授权书
本论文作者完全了解学校关于保存、使用学位论文的管理办法及规定，即学校有权保留并向国家
有关部门或机构送交论文的复印件和电子版，允许论文被查阅和借阅。本人授权安徽财经大学可
以将本学位论文的全部或部分内容编入学校有关数据库和授权学校研究生处与中国知网和万方
数据签订收录协议及收录并由作者本人享有、承担相应的权利和义务，也可以采用影印、缩印或
扫描等复制手段保存或汇编本学位论文。
注：保密学位论文，在解密后适用于本授权书。
作者签名：
2023年
1月
3日
S公立医院员工绩效考核方案优化研究
摘要
公立医院在我国现阶段的医疗卫生服务体系中处于主导地位，在中国社会飞速发
展和医疗卫生体制改革深入开展的同时，提升公立医院管理水平，制定科学合理的员
工绩效考核方案对公立医院的未来发展十分重要。科学合理的员工绩效考核方案能够
有效激励职工，形成强大的凝聚力和向心力，提高医院运行效率。公立医院应在探索
员工绩效改革的基础上不断提高管理水平和管理方法，从而进一步提高医院的服务质
量，增加患者的满意度，使其能更好地承担起保障人民群众健康的重任。
S公立医院是一家三级甲等综合医院，也是医改试点单位，本文以S公立医院员
工绩效考核方案为案例研究对象，以期望理论、公平理论及双因素理论为研究基础。
本文通过问卷调查的方法对 S公立医院员工绩效考核现状和员工满意度进行深入分
析和研究，从中发现当前员工绩效考核方案存在如下问题：一是未能充分体现医务人
员技术劳务价值；二是未能区分不同岗位类别的员工绩效；三是二次分配的公平性难
以保障；四是成本管控不够精确化；五是绩效考核过程中缺乏沟通。通过查阅大量文
献资料并结合行业和医院实际情况，本文将以资源消耗为基础的相对价值比率法和关
键绩效指标法相结合，明确工作量、服务质量、效率并重的综合考核方向，规范医务
人员的职业行为，形成一套以工作量核算为基础，以质量控制为重点，以综合评价为
手段，更加符合S公立医院特色的员工绩效考核优化方案，并提出多项措施保障新方
案的实施。
新方案设计对国内公立医院员工绩效改革有一定的参考意义，能够促进公立医院
员工绩效考核更加科学、合理、公平、有竞争力，从而不断提升医务工作者的工作积
极性和医院的运营效率，加强医院的现代化管理。
关键词：公立医院；绩效考核；以资源为基础的相对价值比率；关键绩效指标法
1
S公立医院员工绩效考核方案优化研究
ABSTRACT
Public hospitals are in the leading position in China's current medical and health
service system. With the rapid development of Chinese society and the in-depth reform of
the medical and health system，it is very important to improve the management level of
public hospitals and formulate scientific and reasonable staff performance appraisal
programs for the future development of public hospitals. Scientific and reasonable staff
performance appraisal scheme can effectively motivate staff，form a strong cohesion and
centripetal force，and improve the efficiency of hospital operation. Public hospitals should
constantly improve their management level and methods on the basis of exploring staff
performance reform，so as to further improvetheir service quality and patients'
satisfaction，so that they can better assume the responsibility of protecting people's health.
S public Hospital is a Class ⅲ Grade A general hospital and also a pilot unit of
medical reform. This paper takes S public hospital's staff performance appraisal scheme as
the case study object，and takes expectation theory，equity theory and two-factor theory as
the research basis. This paper conducts an in-depth analysis and research on the current
situation of staff performance appraisal and staff satisfaction in S public hospital through
questionnaire survey，and finds the following problems in the current staff performance
appraisal scheme: first，it fails to fully reflect the value of medical staff's technical services;
Second，failure to distinguish the performance of different job categories; Third，the
fairness of secondary distribution is difficult to guarantee; Fourth，the cost control is not
precise enough; Fifth，there is a lack of communication during performance appraisal.
Through consulting a large number of literature data and in combination with the practical
situation of industry and the hospital， this article will RBRVS method and the key
performance indicators (kpis) method，clear workload，service quality，efficiency and
direction of comprehensive evaluation，standard medical personnel professional behavior，
forming a set of based on the workload of business accounting，withan emphasis on
quality control，by means of comprehensive evaluation，The staff performance appraisal
optimization plan more in line with the characteristics of S public hospital，and put forward
a number of measures to ensure the implementation of the new plan.
The new scheme design has certain reference significance for the performance reform
of public hospitals in China， which can promote the performance appraisal of public
hospitals to be more scientific，reasonable，fair and competitive，so as to continuously
improve the work enthusiasmof medical workers and theoperation efficiency of
I