Research On Salary Management Of Nursing Staff In W Public Hospital Of Wenzhou

With the Covid-19 epidemic,frontline nursing staff in hospitals is working under high pressure,high risks and heavy tasks.This has resulted in a large number of resignations of medical staff,making the number of talents in talent market unable to meet the hospital’s needs for a short period of time.Therefore,the government has issued relevant policy documents to retain nursing staff by improving their remuneration.As a typical representative of public hospital in Wenzhou,W Hospital is also undergoing compensation reform.While W Hospital has made some achievements in the reform,there are also some problems.This paper is set in the context of above times.The staff remuneration management scheme of the nursing department of W Hospital is analyzed from several perspectives,and is elaborated combining pay theory,human capital theory and other relevant theories by the author.First of all,the author introduces the current situation of salary management in the nursing department of the public hospital W in Wenzhou.Then,through satisfaction surveys and on-site interviews with nursing staff in the nursing department and combined with external competition,the key issues arising from the management of nursing department remuneration in this hospital are yielded.Accordingly,the author proposes corresponding measures to optimize the salary management scheme for nursing staff.The specific optimization proposals are as follows: Increase in basic salary and performance;allocation by position,education,and length of service;set up other benefits such as bonuses,thus reflecting internal fairness.Finally,effective safeguards are put in place during the implementation process so that the optimized remuneration management plan can be implemented smoothly.The initial results of the implementation show that the optimization solution has initially solved some of the management problems that existed in the nursing department of public hospital W,and has achieved certain results.This optimization plan offers practical value to compensation management in Hospital W.To a certain extent,it improved the efficiency of human resources utilization of nursing staff in the nursing department of the hospital.Also,it reduced turnover of nursing staff.It is expected to provide certain guidance and reference to other public hospital compensation reforms.