The Research Of Shanghai Public Hospital Clinical Physicians Salary Management

Now in the background of the new medical reform policy further,make the public hospitals from the management system or businessactivities, must plan out a suitable for the development of the new road.Insuch circumstances, the human resources management of public hospitalshas become one of the primary object of the reform, and in humanresources management, compensation management and be the first tobear the brunt, along with change of unit model, the positioning of salarymanagement have been or are changing, the traditional salarymanagement system is difficult to meet the needs of the rapiddevelopment of public the hospital, the traditional management model, toa large extent hindered the further development of unit.Pay the role isvery important, so how the public hospital compensation managementfrom their own point of view, create and implement a suitable for theirown salary management system, meet the clinicians more rational returndemands, is one of the questions now public hospitals must thinkseriously.Public hospitals should start from the mechanism of compensation management, by constructing the new fair and completethe salary management system to retain talent, attract talent, and throughthis new incentive mode, fully mobilize staff enthusiasm and initiative;theestablishment of performance evaluation mechanism, to increase thewelfare of participation in distribution; the construction of professionalhuman resources management team in four areas to strengthen thesuggestion and countermeasure of clinicians to compensationmanagement of public hospitals in Shanghai.