Research On Doctor's Salary System In Public Hospitals Based On Human Capital

Doctors are providers of medical services.A scientific and effective compensation system has become an important management tool for pooling health professionals and ensuring the quality of medical services.At present,there are still many problems in the doctor’s salary system in public hospitals in China.Doctors take red envelopes and earn rebates.These problems often occur,which pose challenges to the rapid growth of medical expenses and the improvement of the quality of medical services.The fundamental reason is the neglect of doctors’ human capital and labor value.The current public hospitals’ salary system is based on fixed salary and valued performance.The doctor’s salary level is often linked to the service volume.The individual’s work value is often not reflected in income distribution.Therefore,under the background of the continuous deepening of the reform of the medical and health system,it is particularly necessary to study the human capital of doctors and explore the establishment of a public hospital salary system that embodies the value of doctors.Based on the theoretical analysis of human capital participation in the establishment of doctors’ remuneration,this article analyzes the current situation,problems,and causes of doctors’ compensation system in public hospitals in the country,and draws lessons from the experience of doctors’ human capital management in public hospitals in foreign countries to improve the doctors in public hospitals in China.The compensation system proposes policy recommendations.This article is divided into eight parts:The first chapter is the introduction.It mainly focuses on the research background,research significance,literature review,research ideas and methods,innovations and deficiencies of the research,and summarizes the research results at home and abroad.The second chapter is a review of related theories.It introduces the theory of human capital,the theory of remuneration,and the theory of human capital and income distribution.It lays a theoretical foundation for the subsequent study.The third chapter is the analysis of the theoretical basis for the establishment of doctors’human capital participation in public hospitals.This paper analyzes the mechanism of action and specific effects of human capital on doctor’s remuneration,and discusses the role and impact of the value of human capital in the process of doctor’s remuneration.The fourth chapter is the analysis of the problems and causes of doctors’ compensation system in public hospitals in China.In combination with the theory of human capital,the issues of fundraising for doctors in public hospitals in China are mainly discussed from the perspectives of fundraising,payment methods,and incentive mechanisms,and a diagnosis tree for health systems is used to analyze the causes.The fifth chapter is the experience of doctors’ human capital management in public hospitals in foreign countries.Combined with the theory of human capital,through the introduction of doctors’ remuneration system in public hospitals in different countries,the overall characteristics and trends of human capital management in doctors in public hospitals in foreign countries are summarized to make preparations for the further improvement of the doctors’ remuneration system in public hospitals in China.The seventh chapter is to improve the doctors’ compensation system in public hospitals.Through the analysis of the status quo,problems and causes,combined with the analysis of the characteristics of the human capital of doctors,it proposes countermeasures and suggestions for the improvement of the doctor’s salary system in China.The eighth chapter is the research results and outlook.We will sort out the research results of the full text,summarize the inadequacies and propose future research prospects.