The purpose of implementing target management is to mobilize the enthusiasm and creativity of hospital department members through target encouragement, so as to ensure the realization of hospital and department goals; Its core is to emphasize the result, attach importance to the evaluation of the result, and advocate the self-improvement of personal ability; Its characteristic is to take the goal as the guidance of all kinds of management activities, to evaluate its contribution by the realization of the goal, and to be recognized by the members of the department, so as to determine its social and economic value and achieve the purpose of encouraging the survival of the fittest.
First, the basis of management by objectives
Management scientists believe that people's basic needs have five levels, namely: physiological needs → safety needs → respect needs → ideal needs → achievement needs. These five grades develop from low to high like a ladder. Whenever a demand is realized, it will forge ahead to a higher level of demand. When a demand is realized and satisfied, it may no longer be a driving force, but must inspire people to achieve it with new and higher-level needs (that is, goals). Then the system theory of target management appeared, that is, only a clear system goal can become an efficient system; Only by constantly meeting the reasonable needs of system members can we get the maximum benefit of the system; Only the higher pursuit of the new system goal can become the greatest motivation of the system members. Therefore, the realization of the expected goal and the satisfaction of the demand are important factors to mobilize the enthusiasm of the system members, which form a chain reaction of positive feedback (see figure 1).
Figure 1 Schematic diagram of positive feedback chain reaction
Figure 1 shows that the clearer the goal, the greater the mobilization appeal, and through their joint efforts, the system members will get more spiritual and material returns, so the greater the enthusiasm and creativity of forging ahead towards new and higher goals.
Second, the principle of management by objectives
Department heads should follow the following principles when formulating undergraduate development goals:
1. Overall goal principle. When formulating undergraduate development goals, we should take the high-level development goals set by the whole hospital as the basis, because this is the general goal representing the interests of the country and the whole hospital. The personal goal of each member of the department is not only the element to complete the department goal, but also the basis to complete the overall goal of the hospital. The completion of personal goals is the successful realization of the goals of the whole hospital and departments.
2. Humanitarian principles. When formulating departmental and personal goals, we should embody the principles of socialist humanitarianism. That is, taking professional ethics as the criterion and saving lives, relieving patients' pain, reducing disability death, restoring body function and ensuring people's health as the highest goal.
3. The principle of scientific decision-making. We should adhere to the principle of seeking truth from facts and proceeding from reality when making the goal, so that the goal is not only in line with the development trend of our hospital, but also advanced, and can be achieved through hard work. Before making the target decision, we should fully develop democracy and demonstrate and optimize the target plan to make the target decision more scientific and perfect.
4. The principle of material benefits. Carrying out the principle of material interests is the embodiment of the essence of socialism, an important content of formulating management objectives, and an important means to achieve management objectives. When setting departmental goals, only when the goals are set in line with the overall interests and personal interests of the hospital can the enthusiasm and creativity of general practitioners be better mobilized.
Third, the content of management by objectives
The content of target management should be determined according to the working characteristics and task division of the department. In terms of goal setting, to sum up, we can consider the following aspects:
1. Self-development goals. Including department development and construction, business technology development, equipment utilization and updating, technology introduction and new business development.
2. Quality control objectives. It includes all kinds of quality to reach the highest level. Such as medical care quality, excellent service quality, safe operation quality, medical effect evaluation, etc.
3. Academic research objectives. Including the formulation and completion of scientific research topics, the evaluation and promotion of scientific research achievements, the content and frequency of academic activities, the publication of articles and works, etc.
4. Talent training objectives. Including departmental on-the-job training planning, study abroad arrangement, technical backbone growth, master's and doctoral students training, etc.
5. Scientific management objectives. Including how to realize the standardization of work, operation, testing, setting and service, and how to create advanced departments for spiritual civilization construction.
When setting targets, you can design your own target values according to the above five target categories and the actual situation of the department, such as (1) new business and new technical indicators; (2) outpatient, emergency, admitted number and medical workload indicators; ⑶ Medical quality (diagnostic coincidence rate, rescue success rate, aseptic operation infection rate, medical complications and medical accident error rate, cure rate, mortality rate, average days of patients cured, bed utilization rate, etc.). ); (four) scientific research, teaching and training indicators; 5] Personnel training, introduction and growth indicators; (6) Index of academic activities, papers and works; Once the utilization index of medical equipment; Being medical documents quality indicators, etc.
The above example can only be used as a hint to quantify the general target management indicators. When the department sets the target value, it needs to work out the target value with certain height and difficulty according to its own actual situation after it is fully consistent, so as to evaluate the target result at the end of the period.
Fourth, the requirements of management by objectives.
1. There must be strict conditions for setting goals. Each goal should include five contents, namely: tasks, quantity, quality, time and achievement indicators. The goal should be decomposed vertically to the end and implemented to people; The horizontal direction of the target should be decomposed into edges, leaving no gaps. Make everyone clear about their goal responsibility and realize everyone's goal commitment according to the post responsibility system. This facilitates the expansion and guarantee of the target from top to bottom, and forms a complete target network structure system (see Figure 2).
Fig. 2 schematic diagram of target network structure
2. Setting goals must have clear quantitative requirements. The target management of general practice requires every member. The objectives undertaken by departments and individuals must be quantified and time-limited, so that management by objectives can have strong vitality and obtain the highest benefits.
3. The goal must have a clear direction and a suitable height. Unclear goal direction will lead to disorderly work; Improper or low target height will affect development and lose motivation; If it is too high, it will surpass reality and lose confidence. To this end, when setting goals, no matter the whole hospital, departments or individuals, there should be a clear direction of efforts and the climbing height that can be achieved through efforts.
Verb (abbreviation for verb) Goal development and performance evaluation
See Figure 3 for the implementation and termination of departmental objectives.
Figure 3 Implementation Degree of Target Management
According to the above figure, the implementation procedure of target management can be divided into three stages:
(A) the goal setting stage
The establishment of departmental goals can be divided into long-term (5 years), medium-term (3 years) and short-term (1 year) according to the time limit; According to the content, it is divided into construction and development, new business development, personnel training, quality improvement, technological innovation and scientific research. It is divided into two steps: (1) According to the objectives of the whole hospital, combined with the characteristics of undergraduate tasks, technical equipment, talent structure and other conditions, first draw up a plan, and the director of the department will chair a complete lecture at the general meeting as a formal goal plan to modify and supplement; (2) after the implementation of the overall goal plan, the director of the department or the attending physician and the head nurse shall preside over the formulation of the personal goal plan. The indicators issued by hospitals and departments shall be implemented according to the post responsibility system. Break it down one by one and implement it to people. Everyone's goal content should be based on their own division of responsibilities and professional level, and set appropriate personal goals of self-expansion, self-management and self-evaluation, so that everyone is in a master position and has a strong sense of responsibility, thus giving full play to each member's greater enthusiasm.
(B) the implementation stage of the target
After the department and individual goals are determined, we should mobilize and organize everyone to seriously implement them in order to achieve the overall goal requirements within the time limit.
1. for three-dimensional expansion. That is to mobilize and develop the departmental goals in a three-dimensional way at all levels, in the whole process and among all employees.
2. Do your job. General practitioners implement target management measures seriously and actively according to their respective responsibilities and authorities.
3. Adjust the target operation. In the implementation of target management, department directors should take the lead, face difficulties, mobilize repeatedly, overcome obstacles, and turn target management into inertial operation.
(III) Achievement evaluation stage
The main contents of the results evaluation work are:
1. Bottom-up assessment step by step. First of all, the target implementers will conduct self-evaluation according to their respective promised target items and target values, and then turn to the general practice target management evaluation. On the basis of consensus, it shall be signed, reported or filed by the department director and the evaluation team.
2. Evaluate according to the standard. When evaluating the goals of departments and individuals, we should follow the principles of social value, scientific value, technical value, economic value and practical value, and formulate unified evaluation standards, which will be implemented by department directors and evaluation teams. Participants must adhere to principles, be honest, seek truth from facts, and act impartially.
3. Strictly implement rewards and punishments. The assessment of target achievement should be linked with economic responsibility, and the socialist principle of distribution according to work should be adhered to. Personal assessment results, in addition to being used as important materials to enter personnel work and technical files, should be given due spiritual and material rewards to those who have achieved outstanding results; Outstanding achievements or great value, should be reported to the superior meritorious service, awarded the honorary title or promotion and reuse; Individuals who fail to achieve their goals should be given appropriate economic and administrative penalties to effectively overcome the disadvantages of egalitarianism.
4. Only by summing up and improving can we fight again. Performance evaluation is not only the end of this target cycle, but also provides a new target basis for the next cycle. When summing up, we should not only carry forward our achievements, but also conscientiously sum up our mistakes or lessons.
In short, the end of the result evaluation stage is the beginning of a new target management cycle. Therefore, management by objectives is an uninterrupted cycle process. Every cycle should follow the principle of PDCA, that is, Deming method, modify the objectives, enrich the content, improve the management and innovate the methods on the original basis, so that the department's target management can reach a new and higher level.
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