Performance Management Program Design And Optimize Of Ankang Hospital In Hangzhou

Institution is a comparatively special organization in our country.In recent years,institutions continue to promote wage reform and comprehensive reform,and the comprehensive and systematic characteristics of performance appraisal become increasingly prominent.However,form the reality point of view,some units still exist a lot of problems such as inadequate standard operation,deviation from their performance objectives,and lack of vitality.Thus,it is not only affects the improvement of the performance evaluation of public institutions,but also lead to the lack of function mechanism and minimize the work efficiency of institutions.Therefore,it is an urgent task to promote the reform of public institutions and also improve the service quality and efficiency of public institutions in our country.In this paper,we take Ankang hospital(belongs to the bureau of public security in Hangzhou)as a case to show the performance management program design and evaluation of a institution.We analyze the status quo of performance evaluation of Ankang hospital and sum up some drawbacks of Ankang hospital,such as the evaluation method is too simple,performance appraisal process is not unfair,improper use of assessment results,performance feedback and lack of some outstanding problems.Try to analyze the factors behind the problem from the cognitive level,the personnel level and the supporting level.In view of existing problems of the unit,try to classify the staff in Ankang hospital and combined with the current situation of the Ankang hospital and future development goals,the Ankang hospital performance appraisal program of functional department staff,clinical medical staff and ordinary staff are optimized and redesigned according to the performance appraisal plan.First of all,a clear assessment of the purpose and principles were built,and then from the preparation of job responsibilities to start using KPI to build employee performance evaluation index system.Further,using the preorder comparison method to design the distribution of indicators.Finally,the employee performance appraisal system was established,and safeguard measures were put forward,such as strength the new performance appraisal propaganda,cultivate the performance appraisal culture atmosphere,establish the examination and supervision mechanism,introduce the performance appraisal information system,and pay attention to the communication in the performance appraisal process.This proposed assessment system will help the hospital to clear the main problems in the performance appraisal.It will also has practical significance and reference value in guiding the employees occupation development and promoting the management of the hospital.At the same time,We hope that the analysis in this paper can be used as reference and application for the design and reform of the medical institutions in China.