Research On The Practice Of Performance Wage Reform In Public Hospitals

In2006, China put forward to the full implementation of jobperformance pay system in public institutions, the reform from2010NewYear’s Day began. After a few years of performance pay reform, institutionstaff work motivation has been improved to some extent, the level ofpublic services has also been a lot of progress, but it is undeniable thatthere are still many institutions of the level and quality of publicservice provision also running in place. In these institutions, theperformance pay reform and not much substantial progress, the resultsof wage reform is just the name of wages subject transform it, pay forperformance system does not play out the positive effects of this shouldbe.Performance pay reform process, in essence, is to constantly adjustredistribution of interests between institutions relevant stakeholdersin the process. Therefore, in this process is bound to encounterresistance can not be ignored, a variety of problems. This paper studiesconducted these issues, on this basis, to explore the general idea tosolve these problems and suggestions for building effective institutionspay for performance system, and promote the reform of institutions tocontribute.As an important part of performance pay staff wages and institutions,which further deepen the reform will effectively promote the institutionswithin the further deepening of the reform of the income distribution.From this perspective, the institutional units wage system reformgradually deepened, arousing institution staff enthusiasm and passion forwork, improve public services and quality, enhance the institution ofpublic level, not only embodies the efficiency, but also reflects the fair,is an inevitable requirement for building a harmonious socialist society.Therefore, the study of institutions pay for performance is of great significance.I am a worker of the personnel in public hospitals, public hospitalsin this article from the grassroots perspective to the Changning District,for example, pay for performance carding current practical problems inpractical work, such as: total control of pay for performance, the lackof uniform total provisions, etc., and on the basis of analysis of thereasons put forward in public hospitals make correspondingcountermeasures and suggestions on performance pay reform process.