A Research Of The Performance Evaluation Of Clinical Departments In Military Hospital Based On Balanced Scorecard

Since 2009,with the onset of the reform of China’s medical system gradually,the survival and development of the military hospital are faced with unprecedented opportunities and challenges.As a special form of hospital,the military hospitals not only face fierce competition from local hospitals,but with the gradual deepening of military reform in 19th People’s Congress,the abolition of the policy about paid medical service for military hospitals will lead to disadvantages becoming more and more prominent.Therefore,in the crucial period of the current reform,the military hospitals must redevelop their own performance appraisal system.Balanced Scorecard(BSC)is considered as one of the most effective methods.The system provides scientific basis for military hospital decision-making.It is responsible for a specific historical mission,even if the income is lacking,but "droughts and droughts are guaranteed,"so that it comes with local general practitioners.Compared with the local hospitals,performance appraisal work is relatively backward.Now many military hospitals have always been income and Savings bonus distribution as the focus of the hospital’s economic accounting work,compared to performance issues.How to improve the level of medical technology while pursuing the "maximization of relative profits".Taking a double harvest of social and economic benefits is a major issue facing military hospitals in the new era.Take NZ military hospital for an example.although performance management of clinical departments has been conducted for more than ten years,the performance appraisal system has not been implemented scientifically and effectively yet.The implementation of the "big pot of rice" method seriously reduced work enthusiasm of staff in clinical departments,which reduced the efficiency of hospital performance management,and slowed down the progress of public health.As a specific implementation unit for achieving the hospital’s strategic objectives,the clinical departments use the Balanced Scorecard Performance Management System to provide department managers with simple and effective management thinking,enabling them to pass financial and economic benefits,patients,internal processes and learning development.Dimensions for departmental work arrangements and management.Therefore,it is very important and urgent to conduct a scientific and efficient departmental performance appraisal system for well-known NZ hospitals.At the same time,it also has important practical significance for most hospitals in the same type.In this paper,clinical departments of NZ military hospital are selected as research objects.Firstly,under the guidance of Balanced Scorecard theory,combined with the actual situation of departments,to con,struct a performance evaluation system suitable for clinical departments of NZ hospitals by searching literature and doing surveys and other research methods.Then,in order to ensure the objectivity of the performance evaluation index in the four dimensions of balanced scorecard,this paper establishes the index system of performance evaluation system by using expert consultation method.At the same time,the paper also draws the weight coefficient of each index according to Analytic Hierarchy Process;and forms the hospital based on balanced scorecard Performance evaluation system finally.The quantitative indicators of each dimension of the BSC will enable clinical departments to clearly plan the development of clinical departments according to the strategic objectives of the hospital.And then to implement the plan specifically and to accomplish the corresponding goals gradually.The purpose is to contribute to military hospitals to improve their own management efficiency and competitiveness through the BSC evaluation system.Then from the perspective of satisfaction,this paper analyzes the current status of the performance appraisal system of clinical department and finds out the main problems in the course of applying BSC,which includes:imperfect institutional environment,misunderstanding of management concepts,defects in performance evaluation process,more management interventions in implementing performance appraisal,lacking of science in implementation of this appraisal system,insufficient coordination among staff,insufficient utilization evaluation’s results,unclear purpose of performance evaluation,lack of supervision,and no obvious incentive effects.Then,depending on the results of the questionnaire,the index weights are scored,and the judgment matrix is constructed to calculate the weight coefficients of the index system at all levels.Finally,hospital performance evaluation system established based on the balanced scorecard.It provides theoretical support for military hospital management decision making.In clinical departments of the military hospital,the use of the balanced scorecard has an important guiding role in establishing a reasonable and efficient hospital performance appraisal mechanism.This article mainly includes the following seven parts:The first part briefly sums up the basic problems of this paper,derives the purpose and significance of this research,and builds an overall framework based on research ideas and methods,which lays the foundation for follow-up research.The second part is basic theory and typical cases.This section first introduces the main content and theoretical framework of the Balanced Scorecard,and shows that the Balanced Scorecard is also applicable to the performance evaluation of the clinical department of military hospitals.Analysis of the balanced scorecard also has scientific and effective guiding significance for the performance evaluation of the department.We will analyze the typical cases at home and abroad to prove the above assertions.The third part is the status of performance evaluation of clinical departments in NZ military hospital.This section first briefly introduces the basic situation of the NZ military hospital,then analyzes the status of the department performance evaluation,and then outlines the department performance evaluation process,results and effectiveness.The fourth part focuses on the analysis of the main problems in the performance evaluation of the clinical department of the NZ military hospital,and finds the root causes of the problems in many aspects.The fifth part is the construction of the performance evaluation system of clinical departments in NZ military hospital.This part firstly expounds the principle of setting up a scientific force hospital performance evaluation system,and then builds the NZ military hospital department performance evaluation index system based on the balanced scorecard.The sixth part is to improve the performance guarantee mechanism and put forward several considerations on how to continue scientifically and effectively guaranteeing that the performance evaluation mechanism will continue to operate stably.In the seventh part,this part mainly summarizes and looks forward to the future,then put forward proposes opinions,draws conclusions,and makes predictions on the role of balanced scorecards in hospital performance evaluation.