摘要
随着我国医疗体制改革的逐步推行,加快了多元化办医的格局的形成,鼓励民营资本开办非营利性医院,医疗市场的竞争将更加激烈,将大大促进了医疗行业人力资源的流动。民营医院要在激烈的市场竞争中立于不败之地,其核心战略就是实施有效的激励措施。医生是整个医疗体系的核心,构建合理的医生激励机制,采取有效的激励手段,充分调动医生的工作积极性成为民营医院持久发展的关键。
本文阐述了激励的基本理论和职业发展理论,以及医生激励的研究综述,分析了医生的总体需求和特征,描述了WH民营医院的人力资源激励现状,即医院的基本概况、人力资源概况、目前医生的激励现状。对WH民营医院医生的需求和满意度进行了问卷调查,重点分析WH民营医院医生激励存在的问题,包括:薪酬竞争力、培训和学习、绩效管理、职业生涯规划、情感激励等方面。并在理论支持和实践总结的基础上,提出了针对WH民营医院不同年龄阶段的医生主导需求进行不同的激励措施和方法,并提出在医院建立相应的激励支持,绩效管理、情感激励、塑造医院文化等建议。
希望通过对案例民营医院的研究,能够对不断发展壮大中的民营医院医生的管理有一定的借鉴意义,为医疗体制多元化变革做出贡献。
With the gradual implementation of Chinese medical system reform, speeding up the pattern’s formation of medicine organization diversification, encouraging private capital to set up non-profit hospitals, the competition of health care market will become more intense, and will promote the flow of human resources in the medical industry greatly. Privately operated hospitals intend to be in an invincible position in the intense market competition, the core strategy is to implement effective incentives. Doctor is the core of the entire health care system, constructing a reasonable incentives for doctors, taking effective incentives to fully arouse doctor’s work enthusiasm is the key of sustainable development of Privately operated hospitals.
This paper elaborate the basic theory of motivation and career development theories, and the survey of doctors incentives; and then the overall demand and characteristics of doctors have been analyzed; and then the present status of the human resources incentives of the WH privately operated hospital has been described, such as the general situation survey of hospitals, human resource, the current status of doctor’s incentives. Then the surveys of the demands and satisfaction of the WH privately operated hospital have been analyzed, focusing on analysis of the incentive problems of doctors in WH privately operated hospital, including: competitive salary, training and learning, performance management, career planning, emotional motivation, etc. Finally, based on the theoretical support and practical conclusion, the different incentive measures and methods aiming at the demand of doctor in different age stages have been proposed, and suggestions such as the establishment of appropriate incentives support in the hospital, performance management, emotional motivation, setting up hospital culture have been proposed.
Hoped that studying the case of private operated hospitals, can have a certain reference significance of management of doctors in the privately operated hospitals which continuous growth and expanding, make the contribution for the medical system diversification reformation.
引文
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