Research On The Improvement Of Performance Appraisal System For Administrative Staff In HG Hospita

Deepening the reform of the medical and health care system has a direct bearing on the equity and quality of the people’s health,and on the success or failure of building a healthy China.Human resource is the core strength of enterprise development,and the reform of human resource management system is an important part of hospital system reform.The normal operation of a hospital requires the professional services of medical and nursing staff as well as the cooperation of administrative management,so as to create a good treatment and service environment within the hospital and maintain the effective operation of medical order.The performance of administrative departments is an important part of hospital reform,and it is very important to improve the overall performance.However,many hospitals pay more attention to the performance management of clinical and medical technology departments.The assessment of administrative personnel generally adopts the simplest five dimensions of "virtue,diligence and integrity",which leads to large subjective,can not really reflect the role of administrative personnel in the hospital,and greatly affects the work efficiency of hospital administrative personnel.How to use performance appraisal to stimulate the enthusiasm and enthusiasm of all departments,especially the administrative departments,and constantly improve the level of hospital management and service quality has become an important issue in deepening the institutional reform of hospitals..This paper systematically combs relevant literature on hospital administrative personnel,defines the concept and theory of performance appraisal of hospital administrative personnel,and finds the main problems existing in performance appraisal of HG hospital administrative personnel through questionnaire survey: There is no performance appraisal index system specifically for hospital administrative personnel,the appraisal method is not perfect,the appraisal is unfair,the appraisal subject is single,and the application of performance appraisal evaluation results is not wide.In view of the problems found,management by objectives,key performance indicator method and 360 assessment method are applied to optimize the design of performance assessment indicators,weights,assessment subjects and application of assessment results for administrative personnel of HG hospital.In addition,safeguard measures for the implementation of the optimized performance assessment indicator system for administrative personnel of HG Hospital are proposed from the aspects of organization,funds,publicity and talents.It is hoped that the study of this paper can provide reference for the optimization of the performance appraisal system of administrative personnel in HG Hospital and the performance appraisal of administrative personnel in other similar hospitals.