Research On The Construction Of Performance Evaluation Of Public Hospitals Based On Balanced Scorecard

With the continuous deepening of medical reform,China’s public hospitals have undergone tremendous changes in the management model,especially non-profit medical projects in public hospitals.As an important part of the entire medical industry,public hospitals actively respond to the national call for reform in terms of management model,service model,and treatment model.However,due to the general lack of management knowledge,the low degree of informatization construction,and the high mobility of talents in the management of public hospitals in China,public hospitals have low management efficiency,difficulty in completing strategic goals,difficulty in staff inspections,and non-profit project inspection indicators Difficult to quantify.Secondly,with the outbreak of China’s new coronary pneumonia epidemic in 2020,the call for strengthening the internal management of the hospital is getting higher and higher,and the key to internal management lies in the construction of the performance evaluation system.The performance evaluation system based on the balanced scorecard breaks through the traditional bottleneck of using financial indicators as a single evaluation indicator,and comprehensively considers unit performance from the four dimensions of customers,internal operations,learning and growth,and finance.Therefore,the performance evaluation system based on the balancedscorecard was selected for construction.This paper first lays a theoretical foundation for the follow-up research by summarizing and summarizing the literature research on the application of balanced scorecards,performance assessment,and performance assessment index system in public hospitals.Secondly,select a large public hospital-L hospital as an example,through field research,questionnaire surveys and interviews to conduct an in-depth study of its current performance evaluation system and found that its current performance evaluation system has many problems,it is difficult to adapt to its development,Leading to its lack of competitiveness and internal fairness,causing a large loss of talent.Combined with the current situation of L Hospital,the causes of the problems are analyzed,and the necessity of L Hospital to build a performance evaluation system based on the balanced scorecard is expounded.Thirdly,the logic of AHP from the whole to the part is used to divide the hospital level,department level and personnel level respectively,and the corresponding index settings and hospital level indexes are set according to the four dimensions of the balanced scorecard under the first two levels.Calculation of weights.The index decomposition method is adopted at the personnel level,and the performance evaluation index is set according to the different responsibilities of different positions.Finally,in order to ensure that this performance appraisal system can be implemented smoothly,foursuggestions are made,and the future use of the performance appraisal system by L hospitals and similar hospitals is prospected and some precautions are put forward.Provide reference.