An Optimizing Study Of Doctors’ Compensation System Of T Private Hospital

As an important part of medical and health institutions,private hospitals not only share the difficulties of medical treatment in public hospitals,but also become more and more prominent in the development of business contents and characteristics.In a word,the development speed of private hospitals has exceeded people’s imagination,and the social influence of private hospitals is becoming more and more profound.With the development of economy and the support of the government,private hospitals are not only increasing in number,but also in scale.Due to the aging of the population,the progress of science and technology,the improvement of payment level and other factors,private hospitals will play a significant role in the link of medical relations.However,the development of private hospitals cannot be separated from the cultivation of talents,and human capital is the most important wealth of private hospitals.One of the important means to maintain talent is salary.Salary plays a role in attracting,retaining and motivating talents.The better the salary management is,the more the value of salary can be reflected.This paper takes the salary system of doctors in T private hospital as the research object,and first analyzes the business data of the recent three years according to the business statements provided by the hospital.Due to the continuous expansion of the hospital,coupled with the impact of the epidemic,the overall operating efficiency has not improved.Through the analysis of the hospital development strategy and positioning,so as to give the direction for the compensation system optimization,compensation system optimization should be peopleoriented.Analyze the human resources of the hospital to obtain the basic information of medical and administrative personnel.By referring to domestic and foreign research,the salary management status of T private hospital was analyzed,including the following contents: salary management consciousness of the management,income gap,pay structure focusing on short and medium term goals and the basis of salary adjustment.The following aspects in the questionnaire "Doctors’ Salary Satisfaction" are used to understand doctors’ attitude towards salary,which mainly includes five dimensions: salary fairness,competitiveness and incentive,as well as welfare and salary satisfaction.Among them,salary satisfaction corresponds to the matching degree between the hospital’s salary strategy and the hospital’s development strategy,the matching degree between workload and salary,and individual work status.Using the method of group focus,through the interview with the management of our institute,through five questions to understand the management’s attitude towards the existing salary system,and give their own opinions.Through questionnaire statistics and interview analysis,the current situation,existing problems and reasons of doctors’ salary are analyzed.Finally,the paper puts forward the solution objectives and methods for optimizing the salary system of doctors,respectively from the analysis,evaluation,grading of doctors’ positions,selecting the appropriate salary strategy,optimizing the salary structure and so on to solve the problem.After analysis,finally,the optimized doctor salary system is expected and summarized.The optimization of the salary system should still emphasize the importance of putting people first and pay more attention to the influence of salary fairness on individual salary satisfaction.By constructing a comprehensive salary structure,we can attract and retain more excellent doctors.The construction of salary grade will continuously stimulate the potential of doctors and reasonably and fairly widen the gap between doctors.It is hoped that the optimized doctor salary system can promote the continuous development of hospitals and promote more effective salary management.