医院战略薪酬体系设计的研究概述

以医院医院战略薪酬体系设计为研究对象,探讨构建基于医院战略的薪酬体系及其对医院战略实施的促进作用。在对医院薪酬现状调查及薪酬激励因素实证分析的基础上,构建医院战略薪酬管理模型,设计医院战略薪酬框架体系。     

医院战略薪酬管理体系构建分析

医院的薪酬体系应将医院的战略转化为行动并支持医院战略实施的管理流程。通过借鉴战略及薪酬管理理论,将医院战略与薪酬体系有效连接,构建了医院战略薪酬管理模型以及医院战略薪酬框架体系,并分析了战略薪酬体系对医院战略实施的作用机理。     

医院战略薪酬管理体系框架设计

医院战略薪酬体系将医院战略与薪酬体系有效连接,使医院战略愿景与员工的切身利益相结合.本研究构建了医院战略薪酬管理模型,分析了战略薪酬体系对医院战略实施的作用机理,并提出医院战略薪酬体系框架的设计思路.     

浅析现代薪酬管理与医院员工心理契约的关系

现代薪酬管理是医院人力资源管理系统和医院运营变革过程中的一项重要内容.通过介绍薪酬的结构及划分、医院薪酬管理的构成和内涵、薪酬的功能等,重点论述了医院薪酬管理目标与构建医院员工的心理契约,即薪酬的公平性问题.并简述了绩效考核与激励薪酬管理的重要性、相互作用以及与员工之间心理契约的关系.     

用薪酬构建员工与医院之间的心理契约

现代薪酬管理是医院目标实现和员工内部激励的一个重要组成因素.通过介绍薪酬的结构及划分、医院薪酬管理的构成和内涵,薪酬的功能等,重点论述了医院薪酬管理目标与构建医院员工的心理契约,即薪酬的公平性问题.并简述了绩效考核与激励薪酬管理的重要性、相互作用以及与员工之间心理契约的关系.     

公立医院院长薪酬激励对医院绩效的影响

目的:本文研究院长薪酬激励对医院绩效的影响。方法:采用自然实验方法,选取了院长薪酬与医院绩效挂钩和不挂钩的两个城市,分析了两种模式对公立医院主要绩效指标的影响。结果:(1)在院长薪酬和医院绩效考核结果挂钩的激励机制下,院长薪酬的增长同医院收入增长正相关,但与均次费用和平均住院日没有显著关系;(2)在院长薪酬与医院绩效考核结果不挂钩的机制下,院长薪酬增量与医院绩效指标没有显著关系;(3)院长薪酬与医院绩效结果相挂钩的城市,公立医院门急诊和住院次均费用增加高于院长薪酬与医院绩效结果不挂钩的城市。结论:院长薪酬与绩效指标挂钩与否并没有显著影响医院绩效,说明非经济因素激励也非常重要。院长薪酬同医院绩效指标挂钩会促使医院向考核指标努力,可能忽略医院全面发展。     

能力薪酬在医院薪酬体系中的运用

介绍了能力薪酬以及在医院薪酬设计体系中的具体实施方法，分析了能力薪酬在医院薪酬体系中的应用前景。     

托管医院的薪酬与对策

目的解决托管医院员工的薪酬问题。方法运用管理学的期望理论重新设计薪酬方案。结果托管医院的薪酬问题得以解决，医院托管得以顺利施行。结论基于期望理论的薪酬方案符合托管医院的实际情况，值得推广。     

国有医院薪酬制度存在的问题与对策

医院薪酬设计与分配是医院人力资源管理的核心内容。从医院领导层的角度来看，薪酬是吸引人才、留住人才的重要战略武器；从员工的角度来看，薪酬具有保障和激励两大重要功能。目前绝大部分医院特别是国有医院在薪酬管理方面问题比较突出，主要表现在：一是较低的工资和福利水平使薪酬缺乏市场竞争力，无法吸引到优秀的人才；二是使当前市场经济优秀人才的价值取向从感情留人，环境留人不如待遇留人这种取向改变，使优秀的人才流到医疗行业外，或者由低薪酬医院流向高薪酬医院，     

国有医院薪酬制度存在的问题与对策

医院薪酬设计与分配是医院人力资源管理的核心内容。从医院领导层的角度来看，薪酬是吸引人才、留住人才的重要战略武器；从员工的角度来看，薪酬具有保障和激励两大重要功能。目前绝大部分医院特别是国有医院在薪酬管理方面问题比较突出，主要表现在：一是较低的工资和福利水平使薪酬缺乏市场竞争力，无法吸引到优秀的人才；二是使优秀的人才流到医疗行业外，或者由低薪酬医院流向高薪酬医院，造成了医院人力资源重置成本的增加；     

公立医院薪酬激励影响因素分析与实证研究

目的按照薪酬体系的分类,判断背景因素、各薪酬激励分类因素对员工被激励程度的影响。方法利用相关分析、回归分析判断背景因素、各薪酬激励因素对员工的激励程度。结果薪酬各个激励因素相互作用,从不同方面对员工的激励产生影响。结论医院薪酬政策应能够体现和服务于医院发展战略的需要,薪酬激励分类因素是影响薪酬激励效果的主要因素,背景因素是影响薪酬激励的次要因素。     

基于内蒙古自治区城乡居民基本医疗保险一体化的医药补偿费用测算

目的:测算内蒙古自治区不同补偿方案下医疗保险基金中的医药补偿费,研究内蒙古自治区城乡居民基本医疗保险一体化进程中的筹资可行性。方法:运用比值法、原始差分GM(1,1)模型、德尔菲法、移动平均等多种方法,对2015年内蒙古自治区不同补偿方案下的医药补偿费进行测算。结果:在尚未考虑起付线与封顶线等因素的前提下,五种医药补偿方案下所需筹资的医药总补偿费分别为:187.78亿元、253.55亿元、303.81亿元、323.46亿元及460.40亿元。结论:本研究通过对不同补偿方案下医药补偿费的测算,推算医疗保险一体化所需要的筹资额度,进而分析内蒙古自治区基本医疗保险筹资的可行性。在处理增长系数,保险因子等指标时,创新性地运用多种方法相结合的处理方式,科学、有效地计算了增长系数与保险因子,修正了部分年度增长系数增长幅度过大,保险因子数值偏高等问题,为准确评估医药补偿费奠定了良好的基础。     

我国公立医院院长年薪制的探讨

通过介绍薪酬的相关理论,分析影响首席执行官薪酬的因素,并在借鉴美国医院首席执行官/院长薪酬结构的经验的基础上,探讨我国公立医院院长的年薪结构.我国公立医院院长年薪可以分为固定薪酬和绩效薪酬,院长年薪的平均水平应为当地或所在医院卫生技术人员平均水平的5～10倍,良好的绩效薪酬设计是有效实施年薪制的关键.     

Physician compensation models in medical group practice

This article examines physician compensation models in medical groups and the factors affecting physician compensation and their impact on individual physician behavior and group practice performance. Four categories of physician compensation models are identified: (1) production-based compensation, (2) salary, (3) group-based compensation unrelated to individual physician productivity, and (4) capitation-based compensation. The statistics and the economic incentives of different compensation methods are presented. Finally, the impacts on health resources consumption, charges in medical group procedures for utilization and care management, and quality of care are discussed.     

Salary and Quality Compensation for Physician Practices Participating in Accountable Care Organizations

BACKGROUNDThe accountable care organization (ACO) is a new organizational form to manage patients across the continuum of care. There are numerous questions about how ACOs should be optimally structured, including compensation arrangements with primary care physicians.METHODSUsing data from a national survey of physician practices, we compared primary care physicians’ compensation between practices in ACOs and practices that varied in their financial risk for primary care costs using 3 groups: practices not participating in a Medicare ACO and with no substantial risk for primary care costs; practices not participating in an ACO but with substantial risk for primary care costs; and practices participating in an ACO regardless of their risk for primary care costs. We measured physicians’ compensation as the percentage of compensation based on salary, productivity, clinical quality or patient experience, and other factors. Regression models estimated physician compensation as a function of ACO participation and risk for primary care costs while controlling for other practice characteristics.RESULTSPhysicians in ACO and non-ACO practices with no substantial risk for costs on average received nearly one-half of their compensation from salary, slightly less from productivity, and about 5% from quality and other factors. Physicians not in ACOs but with substantial risk for primary care costs received two-thirds of their compensation from salary, nearly one-third from productivity, and slightly more than 1% from quality and other factors. Participation in ACOs was associated with significantly higher physician compensation for quality; however, participation was not significantly associated with compensation from salary, whereas financial risk was associated with much greater compensation from salary.CONCLUSIONAlthough practices in ACOs provide higher compensation for quality, compared with practices at large, they provide a similar mix of compensation based on productivity and salary. Incentives for ACOs may not be sufficiently strong to encourage practices to change physician compensation policies for better patient experience, improved population health, and lower per capita costs.     

Age and experience predict accurate short-term energy compensation in adults

Many factors thought to influence the control of food intake have been investigated independently, but the relative importance of each of these factors remains unknown. This study investigated the concurrent role of 21 factors in accurate compensation for energy consumed 60min previously. Energy compensation was assessed by measuring the difference in energy intake at an ad libitum test meal following two preloads of differing energy content, in 105 participants. Using regression, energy compensation was associated only with age (B=-2.39, β=-0.345, p<0.01), and accuracy of energy compensation was associated only with age (B=1.81, β=0.376, p<0.01) and order of preload presentation (B=-21.80, β=-0.233, p=0.01). These findings suggest that our ability to detect and/or adjust for energy intake deteriorates with age, and that individuals adjust more easily for missing, as opposed to additional, energy. Notably however, only these predictors were associated with energy compensation and they account for only 11-18% of total variance.     

新型农村合作医疗高额住院费用病例实际补偿比影响因素分析

目的:分析新型农村合作医疗高额住院费用病例住院实际补偿比的影响因素,为新型农村合作医疗管理部门制定决策提供依据。方法:收集某省50个新型农村合作医疗统筹地区2008年高额住院费用病例资料,以SPSS软件包进行统计分析。结果:住院费用水平、三级医疗机构名义补偿比、封顶线和补偿范围是新型农村合作医疗高额住院费用病例的影响因素。结论:控制新型农村合作医疗高额病例住院费用、设定住院保底补偿比例、对三级医疗机构实行分段补偿并适当提高起付线和封顶线、扩大补偿范围、探索多途径补偿均有利于提高新型农村合作医疗高额病例住院费用实际补偿比。     

Factors influencing the costs of workers' compensation

This article presents several factors believed to have shaped the costs of workers' compensation. Of these factors, the most notable influence on claims severity is related to the way medical care is delivered to treat occupational injuries and illnesses. Although medical care providers may have some influence on the other factors responsible for increased claims severity, such as attorney costs and differences in state workers' compensation laws, they have a tremendous impact on the way medical care is delivered and its resultant costs. This places physicians, nurse practitioners,physical therapists, chiropractors, nurses, and physician assistants in a unique role of being able to assist US business in improving productivity through a reduction in workers' compensation costs.     

新农合与医疗救助衔接补偿方案测算：以眉县为例

目的 为完善新型农村合作医疗和医疗救助制度衔接后的补偿方案提供科学依据.方法 利用陕西省眉县家庭入户调查数据及眉县新农合机构数据,测算新农合与医疗救助制度衔接的补偿方案,并对不同方案进行分析.结果 采取“二次补偿”和“一站式补偿”两种不同补偿模式和不同补偿比,测算出两种不同补偿方案的补偿标准.结论 新农合与医疗救助衔接补偿方案的选择有很多需要考虑的因素,各地实施时应结合本地区的特征做出合理选择.     

Predictors of filing claims and receiving compensation in malignant mesothelioma patients

Although the predominant occupation origin of mesothelioma is well known, determinant factors involved in filing compensation are scarcely investigated. A linkage between incident mesothelioma cases collected by Italian mesothelioma register (ReNaM) and compensation claims and assignment by Italian national insurance Institute (INAIL) has been conducted for cases diagnosed in the period 2010–2015 and occupational exposure to asbestos. Logistic regression models and decision tree models have been used to identify demographic, diagnostic and anamnestic factors significant for filing and receiving compensation. We have included in the analyses 5019 mesothelioma cases, and among them, 3321 (66.2 %) were found in INAIL archives as mesothelioma cases who fil claims for compensation. The modalities of asbestos exposure, sector of working activities and job type are crucial factors. Furthermore, gender, age at diagnosis, area of residence have been found to be significant predictors of probability to fil claims. Relative risks to fil claims were obtained for the above determinants and conditions to maximize the probability to obtain compensation identified. Our findings demonstrate that there is a need to enforce policies for improving awareness of the occupational origin for mesothelioma cases. Stakeholders, occupational health and safety institutions can play an important role for improving the sensitization regarding the rights of compensation benefits, ensuring the equity and the effectiveness of insurance, welfare and public health systems.