绩效考核是当前我国人力资源管理的重要内容之一，是决定员工工作绩效的重要基 石。医院是特殊组织，对医师进行绩效考核十分重要。健全的医师绩效考核管理可最大 限度的提升医师的工作绩效，使其发挥最大价值，在实现自我价值、提升工作质量和绩 效的同时，帮助更多患者。近些年来，虽然国家在大力推行医疗改革，但医师绩效考核 管理仍存在诸多问题，导致医师的工作效率不高、医院的运营效果不佳。因此，对医院 临床医师绩效考核管理进行优化研究具有重要的理论和现实意义。 本研究选取WT医院为案例，对其临床医师的绩效考核情况进行研究。先阐述相关 概念与理论，介绍当前常用的绩效考核工具与方法。然后，在简单介绍WT医院基本情 况的基础上，还介绍了当前的医师绩效考核管理情况。同时，设计调查问卷，从WT医 院医师的角度，探讨医师对当前绩效考核管理的认识、态度与看法。结合现状分析与问 卷调查的结果，发现当前WT医院医师绩效考核管理存在：绩效考核目的与实际管理脱 轨、考核方法不合理、绩效考核实施环节缺少监管主体、考核结果无法全面应用、缺乏 调整和改进程序等问题。针对当前存在的问题，对导致问题的深层次原因进行剖析，并 从考核目标、考核的实施环节、考核的结果应用、考核的流程与绩效改进等方面，提出 WT医院临床医师绩效考核管理方案的优化设计。最后，提出优化临床医师绩效考核管 理的保障措施，以确保优化方案的顺利实施。 关键词：WT医院 临床医师 绩效考核管理 管理优化 II RESEARCH ON OPTIMIZING THE PERFORMANCE EVALUATION MANAGEMENT OF WT HOSPITAL CLINICIANS ABSTRACT Performance appraisal is one of the important contents of human resource management in China at present, and it is an important cornerstone that determines the work performance of enterprise employees. The hospital is a special organization, and it is very important to evaluate the performance of doctors. A sound doctor performance evaluation system can maximize the doctor's work performance and maximize its value. While achieving self-worth, improving work quality and performance, it can help more patients. In recent years, although the country is vigorously pursuing medical reforms, there are still many problems with the performance evaluation system for physicians, leading to inefficient physicians' work and poor hospital operation results. Therefore, it is of great theoretical and practical significance to optimize research on the performance appraisal system of hospital clinicians. This study selected WT hospital as a case to study the performance evaluation of its clinicians. First explain related concepts and theories, and introduce the commonly used performance assessment tools and methods. Then, on the basis of a brief introduction to the basic situation of WT Hospital, the current performance evaluation of physicians was introduced. At the same time, a questionnaire was designed to explore the physician's knowledge, attitude and views on the current performance evaluation from the perspective of WT hospital physicians. Combining the analysis of the status quo and the results of the questionnaire survey, it is found that the current performance evaluation of WT hospital physicians exists: the purpose of performance evaluation deviates from the hospital culture, the assessment method is unreasonable, the performance assessment implementation link lacks supervision subjects, the evaluation results cannot be fully applied, and the lack of adjustment and improvement procedures And other issues. In view of the existing problems, analyze the deep-seated causes of the problems, and propose the optimization of the WT III hospital clinician's performance evaluation plan from the aspects of the evaluation goals, the implementation of the evaluation, the application of the evaluation results, the evaluation process and performance improvement. design. Finally, the safeguard measures to optimize the performance evaluation of clinicians are put forward to ensure the smooth implementation of the optimization plan. Keywords: WT hospital; clinician; performance evaluation management; management optimization IV 目 录 摘要 .................................................................. I ABSTRACT ............................................................... II 第一章 绪论 ............................................................. 1 1.1研究背景和意义 ........................................................ 1 1.1.1研究背景 ............................................................ 1 1.1.2研究目的 ............................................................ 1 1.1.3研究意义 ............................................................ 2 1.2相关文献综述 .......................................................... 2 1.2.1国外临床医师绩效考核管理的现状 ...................................... 2 1.2.2国内临床医师绩效考核管理的现状 ...................................... 3 1.3研究框架和方法 ........................................................ 5 1.3.1研究内容框架 ........................................................ 5 1.3.2研究方法 ............................................................ 7 第二章 WT医院临床医师绩效考核管理现状 ................................... 8 2.1 WT医院的基本情况 ..................................................... 8 2.1.1 WT医院基本简介及临床医师构成情况 ................................... 8 2.1.2医院组织结构状况 .................................................... 8 2.2WT医院临床医师绩效考核管理现状 ....................................... 10 2.2.1绩效考核目标 ....................................................... 10 2.2.2绩效考核方法 ....................................................... 10 2.2.3绩效考核实施 ....................................................... 11 2.2.4绩效考核结果应用 ................................................... 11 2.3临床医师绩效考核实施情况的调查 ....................................... 12 2.3.1调查目的 ........................................................... 12 2.3.2问卷发放与回收 ..................................................... 12 2.3.3调查结果分析 ....................................................... 12 第三章 WT医院临床医师绩效考核管理存在的问题及成因分析 .................. 19 V 3.1临床医师绩效考核管理存在的问题 ....................................... 19 3.1.1绩效考核的目标与实际管理脱轨 ....................................... 19 3.1.2绩效考核方法不合理 ................................................. 20 3.1.3绩效考核实施环节缺少监管主体 ....................................... 20 3.1.4考核结果无法全面应用 ............................................... 21 3.1.5缺乏调整和改进程序 ................................................. 22 3.2临床医师绩效考核管理问题的成因分析 ................................... 22 3.2.1对绩效考核工作缺乏全面了解和认知 ................................... 22 3.2.2缺少与公益性的紧密结合 ............................................. 22 3.2.3缺失考前培训工作 ................................................... 22 3.2.4绩效考核激励效应不明显 ............................................. 22 第四章 WT医院临床医师绩效考核管理方案的优化设计 ........................ 24 4.1设计目的 ............................................................. 24 4.2设计原则 ............................................................. 24 4.2.1公益性导向原则 ..................................................... 24 4.2.2公开、公平、公正原则 ............................................... 24 4.2.3时效性及客观性原则 ................................................. 25 4.2.4激励效应贯穿原则 ................................................... 25 4.3设计思路 ............................................................. 25 4.4WT医院临床医师绩效考核管理的优化建议 ................................. 27 4.4.1优化临床医师绩效考核管理的目标 ..................................... 27 4.4.2调整临床医师绩效考核权重分配 ....................................... 28 4.4.3优化临床医师绩效考核的实施环节 ..................................... 28 4.4.4优化临床医师绩效考核的结果应用 ..................................... 32 4.4.5优化临床医师绩效考核的流程与绩效改进 ............................... 32 第五章 优化临床医师绩效考核管理的保障措施 ............................... 34 5.1提高临床医师对绩效考核工作的认知 ............