Research On Optimization Of Internal Incentive Mechanism Of County-level Public Hospitals In Q City

Country-level public hospitals are important parts of basic medical and health institutions in China,which also acted as an important link in the public hospital’s medical service system.If their role is well played,they are conducive to disperse the pressure of diagnosis and treatment of urban hospitals by which the problem of expensive medical treatment will be more easily solved.Since the hospital is an organization that integrates various production factors such as knowledge,technology,labor,and management,its professional ability and service level are largely determined by the technical capabilities and service quality of the staff.An effective incentive mechanism can standardize and guide the medical behavior of staff,improve work enthusiasm,promote the improvement of the quality and efficiency of medical and health services,and fully reflect the public welfare characteristics of public hospitals.Based on the reform of medical & health system and the income distribution system of public institutions,this paper takes the research of Q-county and county-level public hospitals in Shandong Province as the research object to conduct deep research in the current status of hospital incentive mechanism and the employee’s incentive factor needs and satisfaction by adopting the literature research method,interview method and questionnaire survey method,by which the existing problems and deficiencies were found and the specific path of optimizing the incentive mechanism of county-level public hospitals was proposed.During the research,it can be found that the human resources management of county-level public hospitals in Q city needs to be improved in terms of professionalism,scientificity and effectiveness.Deficiencies can not be ignored in current incentive mechanisms which can be summarized in three aspects.First,the incentives for salary and welfare are weakened;second,the occupational incentives are incomplete;third,the organizational incentives are rigid;fourth,the performance evaluation incentives are unfair;fifth,the career development incentives are not sound.In order to improve the incentive mechanism of Q-county and county-level public hospitals,this paper combines the medical and health system reform policy requirements,incentive theory and the actuality of county-level public hospitals,and proposes three aspects from the principles of optimization incentive mechanism,implementation path and safeguard measures.It is proposed that the three principles of public welfare and fairness,material incentives and spiritual incentives should be adhered to,individual value realization and organizational goals should be consistent.In terms of the realization path,the first is to establish a public hospital salary and welfare system that meets the characteristics of the medical industry;the second is to play an active role in the organization’s health care and cohesion;the third is to improve the internal performance appraisal mechanism of public hospitals;And build a career development incentive system.By increasing financial compensation,optimizing financial compensation methods,strengthening cultural construction,cultivating advanced hospital culture and improving employee participation,and establishing three measures for dynamic assessment and adjustment of incentive factors,fully mobilizing the enthusiasm of staff and continuously improving county-level hospital medical care.The quality and level of service will enable the people to get better health services nearby.