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目的设计一份具有一定信度和效度的《绩效管理关键环节量表》,并确立军队医院聘用专业技术人员绩效管理的关键环节。方法采用理论分析、深度访谈、问卷调查、探索性因素分析等方法,探讨军队医院聘用专业技术人员绩效管理的关键环节。结果《绩效管理关键环节量表》具有良好的信度和效度。确定的五个关键环节能够解释总变异的59.026%。结论《绩效管理关键环节量表》可以作为测量工具使用。军队医院聘用专业技术人员绩效管理的关键环节包括目标计划、行为监控、考核评估、反馈互动和结果使用五个环节。 相似文献
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何漪 《中国城乡企业卫生》2011,(6):8-9
医院绩效管理是对医院绩效实现过程各要素的管理,医院管理层通过对医院的绩效管理,达到绩效考核、绩效改进和绩效提升的目的,其最终结果实现了医院的持续发展,也促使医务人员的工作能力不断提升。但由于现阶段管理者对绩效管理认识不足,管理存在片面化,绩效管理并没有发挥作用。本文对于绩效管理进行几点思考。 相似文献
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探讨医院岗位绩效管理新模式。该文分析了新医改及医院发展形势下如何建立并完善医院岗位绩效管理问题,提出了绩效管理的新模式,认为创新绩效管理可以提高公立医院整体管理水平,保证医院持续健康发展。 相似文献
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刘珺珺 《江苏卫生事业管理》2016,(5)
联系南京鼓楼医院绩效管理实际,分析了医院绩效管理的内涵及基本原则,并从医院绩效管理指标体系及绩效管理措施两方面对医院绩效管理模式进行了探讨,以适应现代医院发展的要求. 相似文献
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在分析现有绩效评价系统现状前提下,切合"病人价值链"为核心的医院流程管理思想,提出有别于医院绩效评价的业务流程绩效综合评价体系框架,包括评价的目标体系和指标体系。该系统框架将流程评价指标分为质量、效率、顾客满意度、成本、柔性五个一级指标,并设计了流程绩效测量系统的框架,可作为医院流程管理中自我评价的参照系统。 相似文献
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姜立耿庆山 《中国卫生质量管理》2021,(10):042-45
国家三级公立医院绩效考核是对医院综合质量的检阅,对公立医院发展具有指挥棒作用。广东省人民医院通过建立绩效考核三级管理机制,对标公立医院绩效考核评分细则,实施精细化管控,促进医院绩效考核相关指标改进。在医疗质量、运行效率、可持续发展和满意度评价4个维度中均实现了提升。为促进医院高质量发展,建议强化绩效考核意识,完善绩效考核管理机制;制定“大规划、大战略”,持续优化考核效果。 相似文献
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公立医院绩效考核是引领公立医院综合改革向纵深推进的重要抓手,是推进医院发展的重要举措.近年来,越来越多的医院认识到国家三级公立医院绩效考核在医院管理中的作用,积极尝试建立基于国家三级公立医院绩效考核指标的医院内部绩效考核体系.为适应医药卫生体制改革发展的需要,进一步挖掘医院内部潜力,根据国家三级公立医院绩效考核给出的方... 相似文献
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An inappropriate culture is often presented as the reason why hospitals throughout the world have been unable to achieve best practice. Many have concluded that the organizational culture of hospitals limits the ability of these organizations to improve performance, particularly in relation to improving quality and safety. Establishment of a "better" culture is often presented as the resolution to quality, safety, financial and productivity issues in hospitals. Our research indicates that certain management conditions are required before culture change can be contemplated. This paper suggests that we have underestimated the importance of people management in improving practice within hospitals, with the three most important aspects being the development of teamwork, performance management and sophisticated training. We present evidence of the potential contribution good people management can make to high performance, and argue that better people management is a cause, not an outcome, of cultural change. 相似文献
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新医改对公立医院预算绩效管理提出了更高的要求。目前公立医院存在重投入轻管理、重支出轻绩效的问题,预算绩效管理的广度和深度不足。对此,应重构公立医院预算管控系统,以绩效为导向,建立全过程预算绩效管理链,全面提升公立医院预算绩效管理水平。 相似文献
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Systems linkages through signing a management contract or selling to a multihospital system have been advocated as strategies for addressing the distress of small rural hospitals through increased management capacity. This national study compares 311 independent self-managed hospitals, 194 independent systems-managed and 235 systems-owned and managed hospitals in relation to occupancy levels and secondary measures of performance. Almost no differences were found in performance among the three groups. Distress was found to be highly associated with hospitals under 50 beds and less supportive environments. The data presented suggests that many of the advantages of systems linkage may be obtained in other ways and that a management contract or sale to a multi-hospital system may not solve the problems of a rural hospital. 相似文献
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Although many hospitals have adopted product-line management as a management tool, questions remain about its applicability in the health care industry. Using a national sample, the authors examine the impact of product-line management on operating results and profile hospitals in which product-line management has been associated with higher performance. Their study reveals the circumstances under which product-line management is likely to be the most successful. 相似文献
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目的:通过精细化绩效管理,加强医院运营管理,以提高医院运营效率和效益,促进医院高质量发展。方法:实施精细化绩效管理改革,对绩效全过程进行管理,发挥绩效对医院运营管理的导向激励作用。结果:医务人员积极性提高,业务量稳步增长,收入结构良性调整,成本控制效果明显,运营管理理念得到认可。结论:精细化绩效管理能够有效提升医院各方面管理水平,促进医院运营效率和效益提升。 相似文献
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Mittermaier A 《Hospital & health services administration》1992,37(3):347-357
Many hospitals have opted to develop and operate inpatient behavioral health programs utilizing contract management providers. This article identifies key performance characteristics for such programs and summarizes the degree of performance satisfaction reported by 48 hospitals. Performance characteristics include bed occupancy, net income, contract management fees, marketing support, staffing ratios, and staff turnover. The survey data also compares bottom-line performance characteristics for groups of contract management programs rated most and least satisfactory in overall performance. The survey findings are used to develop contract negotiation strategy designed to shift greater accountability for program performance to contract management providers in order for hospitals to achieve maximum return from these programs. 相似文献
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医院绩效管理实践与探讨 总被引:1,自引:0,他引:1
绩效管理已普遍受到医院管理者的重视,但由于各家医院不同的做法产生了不同的效果。本文介绍了通过多年绩效管理实践,促进了医院的快速发展的新思路。并就目前医院绩效管理存在的问题深入思考提出建议。 相似文献