| Clinical departments are the basic technical and service modules of a hospital, as part of the whole function of the hospital, they bear the specific work, such as the medical treatment, teaching and research; as they serve directly to patients, they are one of the target window and the important terminal segments of the implementation of the Hospital task. The level of the hospital is the comprehensive reflection of all the departments, which to some extent depend on the director management. Directors of the departments, in the connecting link of the hospital management structure, are the main leaders and responsible for the overall work of departments. Those which depend very much on the directors'management capacity and management level are the policy direction of the hospital, the service principle, the quality and efficiency of departments, the quality of the professional and technical personnel, and the training and improvement of technical quality,With the further deepening of health reform and the competition of health care market, it is the key issue in the routine management for the department directors to make objective and fair and efficient performance assessment on staff of clinical departments and improve the overall quality of human resources of health, develop human resources potential and play a great role in human resources to ensure that departments and hospitals'strong momentum and provide high-quality medical service and technology to patients. Only to mobilize the enthusiasm of the staff, can the department directors make the department play an important role in the construction of the hospital.As an effective performance evaluation tools, Balanced Scorecard is an innovative and comprehensive measure for the performance assessment of the organizations and staff from four levels of the financial, internal process, customers, and learning and development. The method has been used in the domestic and foreign enterprises, hospitals and other organizations, and has achieved great success, which provided a new way of thinking to directors of clinical departments for the staff's performance evaluation.This study aims to apply the Balanced Scorecard into the staff performance evaluation by directors of clinical departments through the research of the environment and problems faced by staff performance appraisal and combined with their own characteristics of departments. In this study, the respiratory department of the Ninth People's Hospital of Chongqing was taken as the sample for the study; the Balanced Scorecard as the theoretical basis, and performance evaluation index system was established under the guidance of the hospital strategy so as to provide reference of performance appraisal theory and the method for the hospital directors of clinical departments.In this study, we drew on sociological and statistical theory and methods, combined with qualitative research and quantitative analysis, with literature review method, DELPHI expert consultation and the AHP (analytic hierarchy process) and SPSS13.0 and Excel for data collection and analysis.The main results of this study: first, the index system was established for the performance evaluation of stuff by the clinical department directors with the basic theory of the Balanced Scorecard as a guide and the respiratory department of the hospital as the research subject, and according to hospital development strategies and in combination of the department features as well as literature review method, DELPI and the AHP(analytic hierarchy process), the BSC was applied to the performance appraisal system of the staff. Second, this study put forwards the problems should be paid attention to in the performance appraisal. Finally, the research provided the methodology of reference to the application of BSC in the performance evaluation of staff and advice on the choice of indicators, the screening of the experts, methods and theory of data processing.Conclusion: The application of BSC was used in the anti-employee performance appraisal from multi-directional and achieved diversification evaluation, which has changed the long-term and single status of performance assessment, the assessment body has been expanded and inserted the "balanced view" into the development of the department, which helped to promote the internal exchange of staff, mobilize the enthusiasm and initial of staff, enhance the core competitiveness of the departments. Although this study was mainly based on case studies, but in the course of the study the overall situation of clinical departments had been fully taken into account and at the same time as other hospitals and departments in our country's have very high homogeneity, therefore, the study methods and clinical departments of the staff performance evaluation system have a certain reference value to other hospitals and department managers. |
