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论文作者（签名）：
2023年 1月 5日
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2023年 1月 5日
AY医院绩效考核方案优化研究
摘要
改革开放以来，我国医疗卫生事业进入快速发展阶段，在改善人民群众就医环境
和保障就医需求方面做出积极贡献。然而，现行的公立医院绩效考核体系不能有效激
发起医务人员的工作积极性，在一定程度上限制了公立医院的进一步发展，无法满足
人民对多元化、高质量、高效率的医疗需求，导致“看病难、看病贵”问题愈发突出。
2009年以来，国家陆续出台多项关于推进公立医院绩效改革的意见，通过完善顶层
设计，引导公立医院改变以往粗放式的管理方式，实现高水平、精细化、高效率的发
展。本文在平衡计分卡和层次分析法的理论指导下，为公立医院优化现行绩效考核指
标体系，在解决公立医院“绩效考核方案缺乏战略为导向”的问题上发挥了一定的作
用，提升自身竞争力。
本文选择一家三甲公立医院-AY医院作为案例进行研究，借鉴目标管理理论和绩
效管理理论，运用问卷调查法、实地访谈法等方法对 AY医院的现行绩效考核体系进
行全面调查和分析，对影响其发展的问题进行分析。根据医院自身实际运行情况和战
略目标，针对当前绩效考核方案存在的不足，借助平衡计分卡法和关键指标法，从财
务、患者、内部流程及学习与成长四个维度优化绩效考核指标体系，引入非财务指标，
减少财务指标的占比，由层次分析法构造指标层次结构模型，结合专家打分法确定指
标权重，实现 AY医院的绩效考核优化。最后，对医院如何实现进一步发展，完善绩
效考核制度，兼顾经济效益和社会效益提出优化建议，对同类型医院具有参考借鉴意
义。
本文共分为五个章节，第一章对研究背景进行描述，从理论意义和现实意义分析
了研究的必要性，通过对国内外研究文献的调研，总结当前的研究方向，再对研究思
路和方法进行简要描述，最后介绍本文创新和存在的不足。第二章引入绩效管理的相
关理论基础，阐述绩效考核一般方法，着重对层次分析法进行介绍。第三章介绍了 AY
医院的基本概况和绩效考核的现状，通过问卷调查法和实地考察法收集医院运行数据，
分析绩效考核中存在的问题和产生原因。第四章针对 AY医院实际情况提出绩效优化
设计方案，利用平衡计分卡法将将财务指标和非财务指标有机的统一起来，借助层次
分析法对指标权重进行赋值，对优化后的结果进行评价。第五章是给出本文的研究结
论，对 AY医院的进一步发展给出建议。
关键词：绩效考核；指标优化；战略导向
1
AY医院绩效考核方案优化研究
Abstract
Since the reform and opening up, China's medical and health services have entered a
stage of rapid development, making positive contributions to improving the people's medical
environment and ensuring their medical needs. However, the current performance appraisal
system of public hospitals can not effectively stimulate the enthusiasm of medical personnel,
to a certain extent, it restricts the further development of public hospitals, and can not meet
the people's diversified, high-quality and efficient medical needs, leading to the problem of
"difficult and expensive to see a doctor". Since 2009, the state has successively issued a
number of opinions on promoting the performance reform of public hospitals. Through
improving the top-level design, it has guided public hospitals to change the previous
extensive management mode and achieve high-level, refined and efficient development.
Based on the theory of Balanced Scorecard and Analytic Hierarchy Process, this paper
optimizes the current performance appraisal index system for public hospitals, plays a certain
role in solving the problem of public hospitals' "lack of strategy oriented performance
appraisal scheme", and enhances their competitiveness.
In this paper, a third class public hospital -AY Hospital is selected as a case for research.
With reference to the theory of management by objectives and performance management,
the current performance appraisal system of AY Hospital is comprehensively investigated
and analyzed by means of questionnaires, field interviews and other methods, and the
problems affecting its development are analyzed. According to the actual operation and
strategic objectives of the hospital, in view of the shortcomings of the current performance
appraisal scheme, the balanced scorecard method and key indicator method were used to
optimize the performance appraisal indicator system from the four dimensions of finance,
patients, internalprocesses andlearning and growth.Non financialindicators were
introduced to reduce the proportion of financial indicators. The hierarchical structure model
of indicators was constructed by the analytic hierarchy process, and the weight of indicators
was determined by combining the expert scoring method, Realize the optimization of
performance appraisal of AY Hospital. Finally, it puts forward optimization suggestions on
how to realize further development of hospitals, improve the performance appraisal system,
and give consideration to economic and social benefits, which has reference significance for
hospitals of the same type.
This paper is divided into five chapters. The first chapter describes the research
I