The Problems And Solutions Of Performance Salary Management In China’s Public Hospital

For the medical industry is in transition, the public hospitals have enoughmedical technicians, and backward management model has become the weak link.Private hospitals have effective management, quality management system pay evenmore in the modern competitive society. With the wage reform institutions, theimportance of public hospitals performance salary management is also increasinglyprominent. Performance management is both a wage incentives, but also a tool topromote public hospitals to achieve strategic objectives. Currently, there is not astrong awareness of performance salary management in public hospitals, performancesalary pay system does not match the public hospital strategy objectives, performancepay system design is unreasonable, the operating mechanism is not standardized etc.In order to continuously improve the quality of the service of public hospitals, andattract elitist, improve the satisfaction of customer and the loyalty of hospital staff,enhance core competitiveness, public hospitals should establish a suitable allocationof performance salary pay based on the reality of its own characteristics.Business strategy urgently needed hospital retain talent effectively and improvethe efficiency of the medical staff incentive pay system, through theoretical studiesand practical proof combine to make performance-based pay system has become partof the hospital management. Effectively pay for performance management mustreflect the perfect combination of efficiency and fairness, performance appraisalshould be as comprehensive as possible, thinning, and the overall development ofindividual performance pay hospital workers linked. The basic goal of public hospitalperformance pay system should include the following: internal consistency, externalcompetitiveness, the contribution of the staff and management of the remuneration.The hospital’s existing wage system has many shortcomings, such as neglect of socialbenefits, incentives for employees not play well, resulting in low efficiency of thedepartment. The current wage system has been unable to meet the public hospital’sown development. Therefore, this paper, the theoretical aspects related to humanresources management, pay for performance management of public hospitals wereexamined to try to construct a reasonable framework for performance-based paysystem in public hospitals. Explore the strategic goals and performance of publichospitals to match the wage system influence on modern public hospitals, and as a research subject, propose specific measures to optimize the performance of publichospitals pay system design, operation mechanism specification performance paysystem. On this basis, the paper also launched a study on the performance of publichospitals, the problems of wages entirely from the reality of public hospitals, to payfor performance management of public hospitals were systematic and comprehensiveresearch and discussion. I hope that through this article to improve our publichospitals to improve performance salary management, change management concept ofpay for performance in the context of globalization, thereby improving employeeproductivity and enhance the management capacity of public hospitals have a certainreference value.