摘要
2010年,北京市二龙路医院开始引入驱动型绩效管理改革。导入驱动型绩效管理理论,首先要分析确立公立医院改革发展的目标,以此作为导向,构建3层结构的绩效管理体系,然后运用试点策略进行绩效改革。在实践中,驱动型绩效管理对从"收支余"过渡到经济社会效益并重的考量,驱动新技术、新项目开展,构建既全院统一又有科室个性化的指标,进行周期性改进和树立新的绩效思维都提供了特色的解决办法。
To introduce the theory of Inner-driven performance management,first of all,it is necessary to analyze and establish the goal of public hospital reform and development.Oriented by this,a three-tier performance management system is constructed.Then,pilot strategy is carried out to do performance reform.In practice,Inner-driven performance management has provided characteristic way for the transition from"balance of revenue and expenditure"to the systematic consideration of economic and social values,driving the development of new technologies and new projects,building unified and personalized indicators of departments,carrying out dynamic improvement,as well as establishing new principles for performance management.
作者
何金哲
杨刘军
王虎峰
HE Jin-zhe;YANG Liu-jun;WANG Hu-feng(Beijing Erlong Lu Hospital,Beijing,100120,China;不详)
出处
《中国医院管理》
北大核心
2021年第4期6-9,共4页
Chinese Hospital Management
基金
国家社会科学基金重点项目(19AZD016)。
关键词
公立医院
驱动型绩效管理
目标定位
实施路径
public hospital
Inner-driven performance management
target location
implement pathway
