Undergraduate education in health career management is an important part of the professionalization of our health career management team. The following is a health career management essay that I have organized for you for your reference.
Health Career Management Thesis OneThinking about strengthening the budget management of health institutions
Summary of Health Career Management Thesis
Abstract:In recent years, China's socio-economic level has been substantially improved, while people sacrifice their health in exchange for a material life, the people's health suffered a serious infringement of the health of the people, the health care sector in the daily life of the people. At this time, the role of the health sector in people's daily life is also more and more important, and as the core work of health institutions in the budget management is not to be ignored. At this stage, China's health unit budget management there are many problems, mainly in the preparation of the budget is not scientific, the implementation of the budget is not serious and the lack of budget management supervision and budget analysis, etc., in view of the above problems, this paper will analyze in detail, and make the corresponding solution.
Health Care Management Essay
Keywords: health care budget management, current situation, countermeasures
Health care and people's daily lives are inseparable, and health care budget management has always been a concern of the people. Based on China's health institutions budget management started relatively late, the development is relatively slow, at this stage, still has not formed a complete system, there are still many problems. Now from the health institutions budget management preparation, implementation, supervision, evaluation and other aspects of the specific description of the current stage of China's health institutions budget management status quo and countermeasures.
First, the health institutions budget management problems
(a) budgeting problems
1, the budget concept is incorrect, budget awareness is weak
China's budgetary management requirements clearly stipulate that institutions must be based on its business development plan to prepare the next year's financial income and expenditure plan. Part of the health institutions do not pay attention to budgeting, that the budget is going through the motions, go through the form. Budgeting fails to conduct sufficient research and estimation of the financial income and expenditure plan for the next year. Neglecting the scientific budgeting is a guarantee of the financial aspect of the future work carried out by the health undertakings. Failure to understand the scientific budgeting in the health institutions to play an important role in financial management.
2, budgeting time in a hurry
The preparation of the budget of the health institutions? Two on two? , time in October of each year to start to the end of the next year's People's Congress. Usually the Finance Bureau in September to set up the preparation of the next year's budget, completed by the end of September? A on? Work, at the same time the annual personnel changes and normal promotions and other budgetary additions are also required to be completed in that period. For units of larger size, personnel increases and decreases and promotion of frequent changes in the unit, the supplementary budget workload is larger. The budgeting time is tight, some health institutions in order to catch up with the budget, in the investigation of evidence and analysis of the link is difficult to ensure the quality of speculation, but also difficult to ensure the accuracy of budgeting and scientific.
3, the health institutions of the various departments of their own, the lack of coordination of functional departments
Up to a country down to an organization group are not to come between the various members of the unity and cooperation, unity and cooperation is to improve the comprehensive strength of the symbol. At this stage, China's health institutions show the phenomenon of fragmentation, especially the budget management department is more significant, some leaders recognize the financial budget management is nothing more than the problem of money, and money related issues is the financial sector. Therefore, the budget management work should be the financial sector, and other departments have nothing to do, therefore, prohibit other departments to intervene in the budget management of the relevant work, a long vicious circle, will lead to the Ministry of Finance, the relevant personnel have to fight alone, day and night to sing a monodrama. Due to the lack of information exchange with other departments as well as language communication, will inevitably result in relying solely on the financial sector to think hard to prepare a budget management system, its quality and feasibility of the value of the extremely low low.
(B) health institutions budget implementation problems
1, income management is not standardized
Some health institutions should be included in the unit budget management of extrabudgetary funds income into the unit budget, unified accounting, unified management? unified accounting, unified management? Concealment, retention of part of the financial funds and its income, private treasury, the formation of? Extracorporeal circulation?
2, expenditure management is lax, the budget implementation is a serious lack of seriousness
Part of the health institutions in the approval of the expenditure is not strict, the expenditure is unreasonable, a large number of unbudgeted expenditures or over-budgeted expenditures. At the end of the year when the final accounts, the expenditure accounts are adjusted arbitrarily, in order to pass the final accounts. Budget implementation failed to do dedicated dedicated, inconsistent budgeting and implementation efforts, so that it loses the seriousness of budget management.
(C) the lack of effective budget implementation supervision and evaluation system
In the process of budget implementation, due to the lack of accountability, the implementation of the problem can not be resolved in a timely manner and corrected, the budget implementation of the achievements can not be incentivized and praised, long-term, greatly affecting the development of the health sector and the use of budgetary funds efficiency.
(D) accounting is not standardized, the lack of budget implementation of the difference between the analysis
Part of the health institutions on the expenditure of the accounts are not categorized according to the different projects accounting, or bookkeeping confusion, can not provide accurate actual expenditure of the project, which for the implementation of the budget to analyze the situation has brought difficulties. Part of the unit ignored the progress of budget implementation and the structure of the expenditure is not reasonable, balance or overspending reasons for the analysis, failed to play the analysis of budget management, the guiding role of the budget management in future years.
Second, to strengthen the health institutions budget management countermeasures
From the above discussion, it can be seen that, at this stage, China's health institutions budget management in the existence of a number of problems, these problems seriously constrain the long-term stability of China's health institutions, therefore, it is necessary to health institutions in the above problems, to make a detailed analysis and discussion, and then for the solution of the problem to make the corresponding initiatives, as shown in the following specifications. Corresponding initiatives, specifically in the following areas:
(a) Reform of budgeting
1, change the concept of budget, pay attention to budget management
Health institutions should pay attention to the budget management, fully aware of the budget management is to improve the efficiency of the use of financial resources is an important means. Departments should actively participate in and do a good job of budget work, not just rely on the financial sector alone. Because budgeting involves all aspects of the unit, including personnel expensesi, public expenditure, daily operating expenses, special operating funds and so on. Among them, the special operating funds need to analyze the business sector to rationally prepare the budget for the next year's business situation. In addition to improve the professional skills of the relevant personnel, and budget management directly related to the personnel to carry out regular training and assessment to improve the accuracy of budgeting.
2, to ensure that the time required for budgeting
In the budget before the preparation, to rationalize the time, and 1-2 months in advance to start doing the preparatory work of budgeting. The development of the unit's business is fully expected. Business departments report all operational expenses, finance and other departments to prepare all other expenses, and repeated communication and consultation with the business sector. Ensure that budgeting can be fully studied and analyzed by all parties and brewing, can better reflect the actual needs of the business unit and the combination of financial support.
3, the scientific preparation of the budget, strengthen the communication and coordination of various departments to improve budget management
For the incremental budgeting method should be changed to zero-based budgeting method, the cost base reset to zero, according to the actual situation of the year combined with the financial allocations, taking into account a variety of macro and micro factors, reasonable forecast of income, expenditure and budgeting, as far as possible to eliminate the incremental budgeting method. The incremental budgeting method eliminates as far as possible the adverse effects that may be caused by the discrepancy between the actual figures of the previous year and the situation of the current year, and better adapts to the changes in the objective situation. Adhere to the overall consideration of budgeting, strengthen the communication of various departments, give full consideration to the priorities of the operational expenses, from the unit of health development of the overall situation, a comprehensive weighing of the funds.
(ii) expand the scope of the budget, strengthen the control of budget implementation
The scope of the budget of the health institutions should include all the business income and expenditure of the unit, and resolutely put an end to the phenomenon of the extracorporeal circulation of income and the establishment of a small private treasury. Further strengthen the health institutions of the two lines of management of income and expenditure, accelerate the promotion of health institutions and subordinate business entities to decouple.
The preparation of the budget is only part of the budget management work, more importantly, how to ensure the effective implementation of the budget. The implementation of the budget should be carried out during and after the control, for the control of the main thing is to rationally determine the expenditure items, to strengthen the cost of the approval process of the gatekeepers, the approval of funding expenditure should be based on the budget for control. To establish a perfect internal control system to carry out strict control of the implementation of the incident, to prevent the limited financial allocations from being wasted and misappropriated. For the budget after the implementation of the control is mainly to establish incentives and rewards and penalties mechanism, the expenditure control in the budget and can save money departments and staff for the spirit of incentives and material rewards, for the misuse of funds or even illegal misappropriation of funds related to the personnel to be severely punished, and even by the administrative punishment organs to carry out the corresponding penalties.
The implementation of the Treasury centralized payment system, on the one hand, the implementation of the budget in the implementation of the various expenditures, corresponding to the corresponding budget caliber, budget implementation progress intuitive. On the other hand, the unit into the treasury centralized payment of all expenditures after the transparency, so that effective constraints and supervision of the unit's unreasonable expenditures.
(C) the establishment of effective supervision and incentives system
The establishment of effective supervision and incentives system which requires health institutions in the traditional supervision mechanism on the basis of continuous improvement and innovation, at the same time, the establishment of the responsibility of the right to a combination of reward and punishment system system, resolutely implement? There is merit must be rewarded, there must be punished? Take the above measures, not only can greatly improve the budget management staff's enthusiasm, but also can continue to promote the long-term development of health institutions, so that its budget management system is invincible.
(D) strengthen the accounting system control, do a good job of budget variance analysis
Strengthen the professional and technical training of financial personnel, standardize and improve the accounting, can provide timely financial data on the implementation of the budget, to provide a basis for budget analysis. Institutions should be in the process of budget implementation, to grasp the completion of the budget and whether deviation from the budget, to be corrected in a timely manner. At the end of the year, the budget and the actual implementation of the results should be analyzed, analyze the subjective and objective reasons for the differences, and summarize the management experience in the implementation of the budget process and the shortcomings, for the next year's budgeting to lay a good foundation.
Third, conclusion
In summary, budget management is an effective means of management of health institutions, health institutions should be strictly in accordance with the principles of budgeting, the use of scientific budgeting methods, strictly in accordance with the budget implementation, strengthen the analysis of budget implementation and the establishment of the budget evaluation mechanism, strengthen budget management, and gradually form a self-restraint, self-improvement, self-development The operating mechanism, so that the health institutions in the financial management work to a new level.
Health Care Management Essay Literature
[1]Chen Yun. Utility budget management reform practice and development countermeasures [J]Modern Agricultural Science and Technology, 2010,(10)
[2]Haihu. Improvement of China's budget management system of thinking[J]Northern Economy, 2010,(22)
[3]Liu Li. China's higher education budget management mode [J] Journal of Dalian University, 2009, (04)
Health care management paper two
Talk about the health care unit of human resources management
Health care management paper summary
Abstract: Human resources development and management of developed countries have been seventy to eighty years of history, China, although as early as in the 20th century, the development and management of human resources has been a major challenge. History, although our country as early as in the 1990s put forward the concept of human resources development and management reform, but the practice process is very slow, and encountered a lot of difficulties, the health industry is also the same. As we all know, health care is of great significance, not only related to the people's life, but also affect the national development and social progress. 21st century, the development of health care is inseparable from the competition of science and technology and comprehensive ability, health institutions to seek greater development, we must pay attention to the construction of the talent team, pay attention to the development and utilization of human resources. Therefore, human resource management is vital to health institutions.
Content of Health Care Management Essay
Keywords: health care; human resources; management
CCTC: R-01 Literature Symbol Code: A Article No.: 1002-2589(2012)21-0074-02
In the allocation and utilization of all resources , the development and management of human resources has become a key factor in the sustainable development of health institutions. How to find talents and play the role of talents is the most important management strategy of health institutions. Therefore, it is necessary for us to further explore the development and utilization strategy of human resource management in health undertakings in China. The so-called human resource management is a kind of ? human-centered? s dynamic management, that is, the focus of the work on the development and utilization of human resources, to maximize the vitality of people, mobilize people's enthusiasm, under the premise of respect, trust, so that human resources to play their due role.
I. The meaning of human resource management
? Human resources? This concept has been used in 1919 and 1921 in John R. Commons' two books, "Industrial Credibility" and "Industrial Government", Commons is also considered to be the first to use ? human resources? the term. However, the human resources he referred to at that time were far from the concept of human resources as we understand it now, except that the same word was used. It was not until 1954 that the American management guru Peter Drucker wrote in his book Management. Drucker in his book "The Practice of Management" again proposed this concept, and clearly defined. Human Resources? is basically defined as the sum of the population of a country or region that is of working age, under working age and over working age but with the ability to work. It also refers to a general term for the education, ability, skills, experience, physical strength, etc., possessed by people in an organization over a certain period of time that can be used by the enterprise and contribute to value creation. Human resource management refers to the use of modern scientific methods, and a certain amount of material resources combined with manpower to carry out reasonable training, organization and deployment, so that manpower and material resources often maintain the optimal ratio, at the same time, the human mind, psychology and behavior of the appropriate induction, control and coordination, give full play to the human subjective initiative, so that people make the best use of their talents, get the right thing for the right person, the right person, to achieve the goals of the organization. The implementation of human resource management is to ensure that the organization's demand for human resources to get the maximum degree of satisfaction, the maximum development and management of human resources inside and outside the organization, to promote the sustainable development of the organization, maintenance and motivation of the organization's internal human resources, so that its potential to get the most out of it, so that its human capital to get the due enhancement and expansion.
According to the definition and purpose of human resource management, we can draw the following conclusions: 1) the basis of human resources is people, not instruments, not equipment, and not personnel files; 2) human resources refers to the organization, the role of contributing to the creation of value, not anyone; 3) the value of human resources need to be rationally developed and managed through the organization, is not born with; 4) Human resource management should consider both the realization of organizational goals, but also consider the development of individual employees, emphasizing the realization of organizational goals while achieving the overall development of individuals.
Second, the current situation of human resource management in China's health institutions
All along, whether it is a hospital, or the Center for Disease Control and Prevention, China's human resource management in health institutions mostly stayed in the traditional personnel management mode, which to a large extent affects the development of health institutions, but also restricts the improvement of the comprehensive quality of staff in health institutions. Personnel management and human resource management, not only literally, conceptually different, but more importantly, the gap in the thinking of managers, from personnel management to human resource management, is a progress, is a leap. At this stage, China's health institutions of human resource management mainly the following problems.
(a) the level of managers backward, old-fashioned concepts
At present, most of the managers of health institutions or leaders in charge of personnel are directly appointed by the higher administrative departments or party organizations, and basically are medical graduates of the forty to fifty years of age of the middle-aged people, engaged in the health sector or medical work for a long time, the lack of appropriate knowledge of human resources management and necessary management skills, human resources professional quality is not high. Management skills, human resources professional quality is not high. This phenomenon is in line with China's health institutions leading the appointment and work years, title promotion and other factors linked to this fact, but we must see, such managers of the health sector of human resources development is extremely unfavorable, it is the managers of the concept of old-fashioned management methods detached from the actual, holding the old set of personnel management mode not to let go, do not contact, do not accept new things, a serious impact on the development of the health institutions. The development of the health institutions.
(B) talent is difficult to attract, the loss of serious
Talent is a unit of the implementation of human resources management of the most basic elements, no talent all management methods are empty talk. In recent years, although the health institutions have introduced policies to increase efforts to recruit talent, the introduction of talent, but by the limited health resources and the number of restrictions on the number of establishments, health institutions in general, the problem of talent attraction difficult. Especially in economically underdeveloped areas and county-level cities below the health institutions, it is even more difficult to introduce talent, and some units can not even two or three years to recruit the desired talent. Even in economically developed areas of large health institutions, but also faced with the problem of brain drain overseas, continue to further their education, more many of the cold window to study hard for five years, seven years of health professionals in the undergraduate graduate, graduate school graduates to change careers, give up to engage in health care, these are and health institutions provide conditions are not superior enough, not enough to attract talent related to the strength of the talent.
(C) the lack of competitive and incentive human resources mechanisms
In 2009, the State Council issued a policy requiring the implementation of performance-based pay at all levels of health institutions across the country, starting with the Center for Disease Control and Prevention, Emergency Medical Service Center, and other full-funded institutions for the start, the purpose is to link work performance with salary and wages, and to establish and improve the assessment, incentive mechanism. But the implementation so far, the effect is not satisfactory, many units still follow the past grade wage system, salary levels are still mainly affected by the level of the position, ignoring the education and work results, the lack of job analysis, job descriptions, talent evaluation standards are not scientific enough, the appraisal system is not perfect enough, failed to establish a job performance as the main measure of evaluation, assessment mechanism and assessment results based on the incentive mechanism. Incentive mechanism.
Third, the health institutions of human resources management methods to explore
(a) to change the mindset, pay attention to talent, set up the concept of human resources management
Human resources is the first important resource for the development of health institutions, only to pay attention to human resources, pay attention to talent, the health industry can be developed. Health institutions from the whole to the individual, we must change the mindset, update the concept, establish the concept of human resources management, people-oriented, timely detection of talent, create conditions to attract talent, increase investment in science and technology to retain talent, enhance the level of hardware and facilities, to provide a stage that allows talent to show their skills, high-end talent, excellent talent to implement special pay. Emphasis on the cultivation of talents, combined with their own conditions and needs of the unit, to create opportunities for talents to update their knowledge and improve their quality and ability.
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