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BY医院后勤岗位评价体系设计--基于改进的海氏评价法
中文摘要
随着公立医院改革的不断深入，医院对于薪酬制度改革有着迫切需求。作为
大型三甲综合医院，BY医院后勤部门长期采用平均绩效分配方式，导致职工工
作积极性不高，科室运作效率有待提高，临床及患者满意度亟待提升。本文聚焦
于医院后勤岗位评价体系的研究，旨在建立符合行业特点的岗位评价体系，从而
为制定能够激发职工工作积极性的薪酬制度奠定基础。
后勤部门岗位类别繁杂，工作内容差别较大，不同岗位难以比较。通过研究
生课程学习，发现海氏评价法能将不同类别、不同层级岗位进行比较，适用于医
院后勤岗位评价。但是海氏评价法在国内的应用有着诸多问题，如量表复杂，评
分时自由裁量空间较大，未考虑本土工作环境因素，对同类别同层级岗位难以区
分等。国内对海氏评价法的本土化应用方法不一而足，经过对比，本文选择文献
中出现较多的要素计点平衡法。因为要素计点法对同类别岗位能够进行比较，与
海氏评价法结合使用，能提升 BY医院后勤岗位评价的科学性和合理性。
首先，对 BY医院后勤部门进行充分调研，进行岗位梳理，划分职位族，组
建岗位评价委员会，确立岗位评价规则。其次，利用要素计点法构建每一职位族
的评价体系，并进行岗位评价，其中付酬要素的种类和权重通过德尔菲法、层次
分析法确定。然后从不同职位族中选取标杆岗位，利用海氏评价法评价标杆岗位。
综合两种评价方法的评分计算所有岗位的综合得分，划分岗位层级。最后提出了
保障岗位评价实施的措施。
本文通过 BY医院后勤岗位评价的实践，将结合要素计点法的海氏评价法引
入医院岗位评价流程，丰富了医院岗位评价理论，并且为 BY医院今后的岗位评
价工作探索更为有效的途径并积累一定经验，同时为 BY医院后勤的薪酬制度改
革找到了落脚点。
关键词：医院后勤；岗位评价；要素计点法；海氏评价法
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BY医院后勤岗位评价体系设计--基于改进的海氏评价法
ABSTRACT
With the further reform of public hospitals, hospitals have an urgent need for the
reform of the salary system. As a large-scale third-class comprehensive hospital, the
LogisticsDepartmentofBYhospitalhasadoptedtheaverageperformance
distribution method for a long time, resulting in low staff enthusiasm, department
operation efficiency needs to be improved, and clinical and patient satisfaction needs
to beimproved. Thispaper focuseson theresearch ofhospital logisticspost
evaluation system, aiming to establish a post evaluation system that adapts to the
feature of the medical industry, so as to lay a foundation for the salary system that can
motivate the workers.
The post categories of the logisticsdepartment are complex, and the work
content varies greatly. It is difficult to compare different posts. Through postgraduate
course study, it is found that Hay guide chart-profile method can compare posts of
differentcategoriesandlevels,andisapplicabletohospitallogisticspost
evaluation. But there are many problems in the application of Hay guide chart-profile
method in China, such as the complexity of the scale, the large discretionary space in
scoring, the lack of consideration of local working environment factors, and the
difficulty in distinguishing the positions of the same category. In China, there are
many methods for the local application of Hay guide chart-profile method. After
comparison, this paper chooses the point method to balance with which appears more
in the literature. Becausethe piont method cancompare the posts ofthe same
category andthe samelevel, itcan beused incombination withHay guide
chart-profile method to improve the scientificity and rationality of the logistics post
evaluation ofby hospital.
First, the Logistics Department of BY hospital was fully investigated, the posts
were sorted out, the position clan were divided, the post evaluation committee was
established, and the post evaluation rules were established. Secondly, the evaluation
system of each position clan is constructed by using the point method, and the job
evaluation is carried out, in which the types and weights of the payment elements are
determined by Delphi and AHP. Then select benchmark posts from different position
clan and use Hay guidechart-profile method to evaluate benchmark posts. The
comprehensive scores of all posts are calculated based on the scores of the two
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