Research On Optimization Suggestions Of S Hospital Salary System

The reward management is an important part of human resource management,Is always a difficult problem in most of hospital management,The core competiveness of hospital is talents,so how to make full use the compensation system to retain the talents and motivate them becomes the issue that many hospitals are facing.In recent years,some hospitals do much research on the system reform,income distribution and performance salary reform etc.However,the influence of some old ideas and management methods are deeply rooted in people’s minds.Which makes the individual value of core medical personnel can not be reflected well and frustrates their enthusiasm and leads many negative effects as the brain drain and reduction of the cohesive force etc.The paper uses the literature analysis and case analysis.On the basis of the review of a great number of documents and it makes a case analysis of the human resource status and compensation system with the case of the joint stock hospital S and analyzes the components of the compensation in hospital S.And then,based on the investigation,it concludes the shortage of the motivation of the hospital’s compensation system,the imperfection of the performance appraisal and the ignorance of the non-economic compensation etc.The paper proposes the some suggestions as to expend the total allocation of the compensation,design the compensation structure reasonable,improve the overall performance appraisal system,establish the dynamic adjusting mechanism of compensation system,have a supporting design of the compensation and welfare system and improve the optimization compensation system on the aspects as non-economic compensation etc.By combining the features of hospital S,it proposes to framework of the idea to optimize the compensation system of hospital and classify the hospital’s personnel into senior management personnel,administrative staff,head of business department,professional technical personnel,contract personnel and others according to the property of different personnel and have a classified design of the hospital’s compensation system according to the position,professional title,appraisal and their contribution to the hospital with the purpose of realize the distribution according to work and fair motivation.In the end,the paper concludes the result and deficiency of the study and proposes the direction and suggestion for the further study in the future.