Implementation And Evaluation On Job Evaluation Model Of General Hospital

"Job" is the most basic unit and the elements of hospital management. Positionmanagement is the foundation and the goal of development strategy innovation ofhospital management and hospital.Since2000, the public hospital in China from the aspects of theory and practiceto actively explore the implementation of post management, but both theoretical studyand practice, overall progress is slow. Management positions in the hospital, in recentyears, different scholars use the foreign mature technology, learn from foreign modelof job evaluation, reconstruction and build the post evaluation of different model,provide a good tool for hospital job evaluation. But the post evaluation model isverified through a series of internal validity, but also the lack of evaluation, from theapplication point of the lack of application of model evaluation, post evaluation modestays in the theoretical level, difficult to enter the practical application.Objects:In this study, using the point factor method, to build a post23elementsof general hospital evaluation model, based on this, through the questionnaire surveyof large sample, multi center, was tested statistically described and differences indetail for the demographic differences post evaluation factor, questionnaire based onthe data obtained, using factor analysis methods to construct the comprehensivehospital doctor job evaluation model, nursing job evaluation model, medical assistantjob evaluation model, management job evaluation model in four different positionsand evaluation model. The four model fully embodies the characteristics of generalhospitals of different post family, do well the principles of internal fairness of jobevaluation, for the promotion of post evaluation, as well as providing a basis for jobevaluation based performance appraisal and salary management.Outcomes：On36benchmark jobs using the general model, hybrid model, andan information management department11post of the exploratory application of jobevaluation and performance appraisal and salary management. In comparison, two ofjob evaluation, the general model and mixed model in our research model (Ditanhospital model and the Southern Medical University model) in position relative valuedistinction with remarkable consistency. Therefore, the general post model can reflectthe characteristic evaluation of hospital posts in China, relative value of post evaluation model of mixed both can effectively distinguish between hospital post, alsocan reflect the inherent characteristics of different job family, good job evaluationvalidity and internal fairness principle, with our hospital representative sex, isrecommended.The following specific job evaluation model:1、General hospital general post evaluation model:5dimensions,23elements.D1Job responsibilities (0.364): the patient services (0.084,8), quality andsafety responsibilities (0.070,6), management decision-making and implementationof duties (0.060,5), financial and asset management (0.047,6), personnelmanagement responsibilities (0.040,6), information resources managementresponsibilities (0.034,6), scientific research duty (0.030,6);D2Requirements:(0.285) the ability of communication and interpersonal skills(0.065,5), operation ability (0.061,5), analysis and judgment ability (0.057,4), theability to deal with unexpected events (0.030,5), innovation ability (0.041,5),planning and organizing (0.029,5);D3Knowledge and skills (0.146): professional knowledge (0.076,8),(0.040,7)experience, training (0.032,5);D4Strength and environment (0.117): physical strength (0.026,5), mentalstrength (0.034,5), psychological and spiritual strength (0.031,4), the workingenvironment (0.026,5);D5Job characteristics (0.088): job autonomy (0.034,6), working relationship(0.031,5), work time (0.022,5).2、The comprehensive evaluation model of physicians in hospitals:3dimensions,22elements.D1Clinical services (0.720): analysis and judgment ability (0.062,4), theability to deal with unexpected events (0.065,5), operation ability (0.061,5),(0.058,7)experience, communication and interpersonal skills (0.062,5), training (0.068,5)patient services,(0.074,8), planning and organizing skills (0.073,5), professional andtechnical knowledge (0.050,8), innovation ability (0.079,5), quality and safetyresponsibilities (0.068,6);D2Management Research (0.145): scientific research duty (0.032,6),management decision-making and implementation of duties (0.030,5), financial and asset management (0.029,6), personnel management responsibilities (0.027,6),information resources management responsibilities (0.027,6);D3Job characteristics (0.135): physical strength (0.022,5), mental strength(0.021,5), psychological and spiritual strength (0.024,4), the working environment(0.021,5); job autonomy (0.023,6), work time (0.024,5).3、Evaluation of nursing post comprehensive hospital model:3dimensions,23elements.D1Clinical services (0.748): experience (0.065,7), training (0.070,5), theability to deal with unexpected events (0.062,5), analysis and judgment ability (0.070,4), planning and organizing skills (0.071,5), professional and technical knowledge(0.059,8), operation ability (0.064,5), communication and interpersonal skills (0.062,5),(0.068,8patients with service level), innovation ability (0.082,5), quality andsafety responsibilities (0.075,6);D2Job characteristics (0.143): mental strength (0.019,5), physical strength(0.022,5), psychological and spiritual strength (0.020,4), the working environment(0.019,5); the working time characteristics (0.020,5), job autonomy (0.021,6), workrelated department (0.022,5);D3Management Research (0.109): personnel management responsibilities(0.022,6), management decision-making and implementation of duties (0.021,5),financial and asset management (0.023,6), scientific research duty (0.022,6),information resources management responsibilities (0.021,6);4、Comprehensive hospital auxiliary post evaluation model:4dimension,21elements.D1Job characteristics (0.655): mental strength (0.100,5), physical strength(0.089,5), psychological and spiritual strength (0.091,4), the working environment(0.095,5); the working time characteristics (0.094,5), job autonomy (0.087,6), workrelated department (0.099,5);D2Service (0.157patients): innovation ability (0.030,5), planning andorganizing skills (0.029,5), analysis and judgment ability (0.025,4), the ability todeal with unexpected events (0.023,5), communication and interpersonal skills (0.026,5), patient services (0.025,8grade);D3Management responsibilities (0.118): management decision-making andimplementation of duties (0.029,5), personnel management responsibilities (0.029,6), financial and asset management (0.031,6), information resources managementresponsibilities (0.028,6);D4The post ability (0.070): professional knowledge (0.015,8),(0.017,7)experience, skills (0.017,5), quality and safety responsibilities (0.021,6);5、 General hospital management post evaluation model:4dimension,22elementsD1Management ability (0.716): analysis and judgment ability (0.087,4),communication and interpersonal skills (0.080,5),(0.085,7) experience, planning andorganizing skills (0.088,5), the ability to deal with unexpected events (0.093,5),professional and technical knowledge (0.098,8), innovation ability (0.097,5), training(0.089,5);D2Job characteristics (0.118): mental strength (0.018,5), psychological andspiritual strength (0.020,4), the working environment (0.020,5), physical strength(0.023,5), job autonomy (0.018,6), working relationship (0.019,5);D3Management Research (0.089): personnel management responsibilities(0.019,6), financial and asset management (0.018,6), management decision-makingand implementation of duties (0.018,5), information resources managementresponsibilities (0.017,6) scientific research duty (0.018,6);D4Patients (0.077): the patient services (0.026,8), operation ability (0.025,5),quality and safety responsibilities (0.026,6);Results： The five models respectively after the reliability and validity ofmathematical statistics, the hybrid model software, general model, hybrid model andour country’s existing job evaluation model, with post a good discrimination betweendifferent models, the comprehensive application, positions in the hospitalmanagement practice in the overall planning, step-by-step implementation, promotehospital human resources management level of fine, mobilize the enthusiasm of staffand workers.