The Study On The Incentive Mechanism Of The Off-Staff Personnel Of Hospital L

Since China began to implement health reform at the beginning of the 21st century, the national large-scale of public hospitals have maintained the public welfare, accelerated development speed, expanded scale rapidly, and received increasing number of patients, and their medical incomes have also set a new high record. Due to the limitation of the personnel system in China, the majority of the public hospitals still adopt the traditional personnel management mode in human resource management. Because of the double limitation of in-staff quantity and the entrance mechanism, the slow medical personnel entrance can’t satisfy the growing need for medical treatment and hospital development. Thus, to employ a large number of off-staff personnel has become important means to alleviate the shortage of medical resources, and guarantee the normal operation of medical institutions. However, the contradiction between the roles of off-staff personnel at work and the "unfair" resources they can share becomes more and more obvious. Their work enthusiasm is seriously affected due to the limited resources.In the paper, starting from the management present situation of the off-staff personnel of Hospital L-a third class hospital in one city of southern Sichuan Province, the improvement and establishment of incentive mechanism for the build off-staff personnel of Hospital L were explored, by using the Maslow’s Hierarchy of Needs and other western classical incentive theory, combining the literatures of management of off-staff personnel in the relevant institutions, and through literature research, questionnaire investigation and interview method.Based on the content incentive theory represented by Maslow’s hierarchy theory of needs, and process incentive theory represented by Adams equity theory and other western classical incentive theory, the quantitative analysis is carried out on the in-staff and off-staff personnel in L Hospital from the aspects of post distribution, educational background, professional title and age. Besides, the off-staff personnel characteristics from the posts of doctors, technicians, nurses and administrative staff are analyzed. Moreover, the entrance mechanism, system construction, wages, welfare, education and career development management status of off-staff personnel are comprehensively introduced. Through questionnaire investigation and interview method, the problems in the incentive mechanism construction of off-staff personnel in L Hospital are obtained, including serious unequally pay for the same work, lack of form a complete set of performance appraisal, backward career planning, and identity problem. Some improving measures are put forward from five aspects. To be specific, L Hospital should establish various forms of performance appraisal and make full use the performance evaluation incentive; ensure salary income reflect fairness and awarding performance reflect efficiency, and provide various welfare salary welfare incentives; provide career development motivation of fair education training resources and career advancement space; completely break the idea of equality, attach great importance to the core staff incentive, and set up multi-level labor relationship identity incentives with the off-staff personnel; give full play to the cultural adhesive effect and emotional ties, and strengthen culture emotional stimulus of the sense of belonging of off-staff personnel. In addition, objective evaluation is made on the for the incentive mechanism of L Hospital to employees for off-staff personnel.The study on incentive mechanism of off-staff personnel in Hospital L aims to combine the employees’goals with the hospital goals, promote the development of employees with the development of the hospital, and boost the development of the hospital through the development of employees, finally realize the "win-win" situation of the off-staff personnel and the hospital. The pattern of employment of in off-staff personnel has been used by more and more administrative institutions in China, such as colleges and universities, tax bureau, and government affairs center. Therefore, the operable incentive mechanism through the case study of the Hospital L has certain significance of generalization, and can provide reference for the management of off-staff personnel in other comprehensive hospitals and administrative institutions.