| The continuous deepening of medical reform has set high standards for human resource management in public hospitals.Optimizing the human resource system is a new issue facing public hospitals in the context of medical reform.Frontline nursing personnel are an indispensable part of the medical team and play a crucial role in clinical medicine.For a long time,frontline nursing personnel have been working day and night,working tirelessly,emitting light and heat in ordinary jobs,but daily high intensity and high workload work can only earn a small income.The disconnect between salary levels and labor values has dampened the enthusiasm of nursing staff.How to reform and optimize the salary incentive mechanism so that the salary level of nursing staff can objectively and accurately reflect their labor value is a difficult problem that hospital managers and policy makers urgently need to solve.In recent years,H City has carefully introduced a nursing staff salary management policy,aiming to improve the salary level of nursing staff who have been fighting for a long time in the medical front line.As a municipal public hospital,H Public Hospital has also actively implemented government reform policies,advanced nursing staff compensation reform with the times,and achieved considerable reform results.However,due to various subjective and objective factors,there are inevitably some problems in the salary management of nursing personnel in H public hospitals.Based on theories related to salary and salary management,this study comprehensively and deeply studies the salary management system of H Public Hospital,analyzes the "crux" and deep-seated causes of problems in the salary management of nursing personnel in H Public Hospital,and proposes reasonable and feasible strategic plans on how to optimize the salary management of nursing personnel.Summarize the deficiencies in the salary management of nursing staff in H public hospital through investigation and analysis system.Through questionnaire surveys and field interviews,we collected basic information about respondents from different positions,levels,specialties,and ages,extensively solicited reasonable opinions from different respondents,and organized project research in accordance with the idea of "finding problems,analyzing causes,formulating countermeasures,formulating plans,and implementing safeguards.".The results of the questionnaire and field interviews show that H Public Hospital is currently facing the following issues in the management of nursing staff compensation: insufficient compensation incentives,imperfect compensation management,and insufficient awareness of employee fairness.The reasons for the above problems are not limited to backward management concepts,poor design of management systems,ineffective implementation of management systems,and severe external environment.The results of this study will provide practical reference for the formulation of salary management plans for nursing personnel in public hospitals.It is crucial to build a fair and equitable salary distribution system,fully mobilize the creativity and enthusiasm of medical personnel,enhance the social benefits of public hospitals,and promote the sustainable development of public hospitals. |
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