激励性薪酬制度在医院管理中的应用

Applications of Incentive Salary System in Hospital Management

当前,我国公立医院现行薪酬制度还不是很完善,没有真正发挥出薪酬的激励作用,存在的问题主要体现在工资占收入的比重下降,工资分配平均主义严重,现行薪酬制度忽视生产要素的作用,工资分配形式单一,工资分配制度缺少灵活的奖励措施等方面。应进一步加快卫生体制改革的步伐,建立现代薪酬制度;进一步明确改革的思路和方式,明确薪酬制度改革的基本原则、步骤和措施;构建"对内具有公平性、对外具有竞争力"的薪酬战略,加快建立有利于留住人才和人尽其才的激励性薪酬制度,从而真正建立起由人力资本、劳动、科技成果、知识产权经营管理等多种要素参与分配的薪酬新体制,提高医院的核心竞争力。

Now the salary system is not perfect in Chinese publie hospital, which does not play its incentive role. The main problems are that the proportion of salary is decreasing in total income, equalitarianism is serious, current salary system ignores the role of production factors, distributing form is simple, and flexible rewarding measures is insufficient in salary distribution. Hence, we should further quicken the pace of health system reform to establish modern salary system, elarify reforming thought and methods to set the basic principle, procedure and measure on salary system reform, and construct salary strategy with fairness inside and competitiveness outside to build incentive salary system helpful to keep talents and exert their role. Accordingly, we can establish the new salary system involved in multiple elements of human capital, labor, and management on scientific and technological achievement and intellectual property, and improve the core competitiveness of the public hospitals.