Hospital operation and performance management
Modern hospitals need to operate. This concept with the development of the market economy, the medical market competition is increasing and more and more hospital managers to accept and pay attention to. Performance management is the most important aspect of operating a hospital should be concerned about, the following I have organized the hospital's operation and performance management of the article, take a look at it:
1 concept of hospital operation
Hospital? operation? refers to the law of the market economy, the hospital's various tangible or intangible assets, through the correct decision-making, the use of reasonable and effective means, external marketing activities, in order to seek to maximize the economic benefits of the hospital a behavior. This is an activity that changes with the market, and every decision has a great risk [1]. Only the correct business philosophy can guide the practice and reduce the risk.
The establishment of the hospital's business philosophy is extremely important to the future survival and development of the hospital. Only the first to establish a correct business philosophy, in order to promote a series of conceptual updates, but also only constantly updated concepts, in order to grasp the pulse of the times, in order to adapt to the growing demand for services to patients, but also in order to withstand the risks of competition for survival, and invincible in the competition. Hospital business philosophy of each hospital and so on. We believe that the more important are? People-oriented? The concept of respect for human creativity, which is the pillar of the business philosophy;? Patient first? The concept that? All patient-centered? This is the essence of the business philosophy;? Prioritization of benefits The concept of providing high-quality medical services while also talking about efficiency, which is the core of the business philosophy;? Optimization of quality
2 hospital performance management concept
On the concept of performance, there are a variety of understandings and interpretations, the more popular understanding is: performance is a hospital director and staff of the ongoing two-way communication process. In this dynamic process, the dean and staff on the work objectives to achieve consistency, the dean and hospital administrators as employees and departments work as a counselor, coach, so that the performance and ability of employees and departments continue to improve to maximize the development of the hospital and hospital management [2]. From the management perspective of hospital performance, it is the `results' expected by the organization, the effective output of the organization to achieve its goals and objectives displayed at different levels, which includes individual performance and organizational performance. From an economic perspective, performance and pay are reciprocal commitment relationships between employees and organizations, and pay is a promise made by the organization to its employees.
3 Modern Hospital Performance Management Issues to Note
3.1 Establish the correct performance concept. Modern hospital performance management to be able to make the hospital, employees get a win-win situation, must establish the correct performance concept. First, through the performance management, can make employees clear their contribution to the hospital; secondly, so that employees know clearly what to do and why to do so; thirdly, the performance management is properly implemented, can be prevented, rather than punished after the fact; fourthly, the performance management also allows hospital managers to manage the work of the evidence to be relied upon. Because of the complete performance management document records the performance of employees, employees can also see their own shortcomings, and targeted improvement. Therefore, the complete performance management can bring about a significant improvement in work efficiency.
3.2 Performance appraisal is not the same as performance management. Effective performance appraisal depends on the success of the entire performance management activities, and successful performance management also needs to be supported by effective assessment. Performance appraisal is a key part of performance management, but it cannot be equated with performance management. Performance appraisal focuses on the effective extraction of performance information, but it takes the continuous improvement of performance and the achievement of organizational readiness goals as its ultimate goal. Appraisal is a means to an end, and performance improvement is the ultimate goal.
3.3 Closely integrate employee goals with hospital goals. If employee goals and hospital goals can not be directly linked, then performance management will be ineffective. Therefore, employees should not only do a good job, but also do the right job. This is mainly to develop a performance plan and break down the goals to each section and department, form team goals. Team goals and then decomposed to the positions, each position to complete the goal, the team goal is also realized.
3.4 Emphasis on performance communication, which is a two-way communication. There are hospital leaders, middle and staff communication, but also the communication between employees and managers. In particular, the lower and upper level of communication, the upper level to create a favorable environment for employees to take the initiative to share the information you need, and then managers to help employees solve problems, and thus also understand the progress of the work of employees.
3.5 Focus on employee development. Modern performance management is a tool that can help managers to determine whether the employee's work skills to meet the requirements of the current stage of the work, if not to meet the words, should be prioritized to develop what skills. Through performance evaluation, the gap between the current situation of employees and the required skills is clearly reflected. Employee development is related to the survival and development of the hospital, to take a variety of ways, such as organizing a variety of training courses, study tours, further study, held a symposium and so on. Employee skills development, the entire performance of the hospital will be a very substantial increase.
4 Effective management of hospitals, promote the continuous improvement of performance
From the concept of hospital management and performance management, it is not difficult to see, in the process of modernization of the hospital, how to effectively manage the hospital, so that the performance management to achieve the goal of maximization, optimization of the hospital administrators should be pursued.
4.1 Promote human resource management. Human resource management is the most core management in hospital management. In the fierce competition in the medical market, who can attract talent, retain talent, cultivate talent, use talent, who can have the initiative to compete and have a strong core competitiveness. At present, our hospital is implementing the middle-level cadres competition, full employment system and professional and technical personnel appointment system. At the same time, the hospital to establish a perfect, feasible performance appraisal incentive mechanism, on the one hand, to attract high-quality technical personnel, on the other hand, to spur the ordinary performance of the technical staff, so that first-class talent, first-class performance, first-class compensation for the remuneration of the idea for the whole staff to agree.
4.2 Promote hospital management and improve the assessment mechanism. The hospital set up an assessment office, for different positions to develop job assessment program, improve the assessment system, maximize the mobilization of employees to participate in the management of enthusiasm. At the same time focus on the distribution of elements, bonus distribution to key positions, contribution, risk, clinical front-line tilt distribution incentive mechanism, and in the distribution process to implement dynamic management, that is, regulating the proportion of bonus is too high and too low, do not cause too great disparity.
4.3 Implement full-cost management to maximize revenue and cost savings. The so-called full cost management refers to the cost management of enterprises is not a simple and static cost accounting, but from different perspectives, all kinds of costs for an all-round examination, the implementation of the whole process of control [3]. Full cost management from the cost of the process of analyzing and controlling costs, analyzing which are controllable costs, which are not controllable costs. At the same time in accordance with ? Who benefits and who bears the cost? principle, the cost is apportioned to the cost objects corresponding to each department. At the same time, the education of all hospital staff to establish a sense of cost-effectiveness, to minimize the cost of obtaining the maximum benefit.
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