[1]王彦霞 黄云洲 董军 张连俊.基于RBRVS的超声科绩效二次分配方法探讨[J].中国卫生质量管理,2019,26(03):110-112.[doi:10.13912/j.cnki.chqm.2019.26.3.30]
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基于RBRVS的超声科绩效二次分配方法探讨
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《中国卫生质量管理》[ISSN:1006-7515/CN:CN 61-1283/R]

卷:
第26卷
期数:
2019年03期
页码:
110-112
栏目:
人力资源与绩效
出版日期:
2019-05-28

文章信息/Info

作者:
王彦霞 黄云洲 董军 张连俊
泰达国际心血管病医院
关键词:
超声科; 绩效工资; 二次分配; 岗级系数; 工作量
Keywords:
Ultrasound Department;  Performance Salary;  Secondary Distribution;  Rank Coefficient;  Workload
DOI:
10.13912/j.cnki.chqm.2019.26.3.30
摘要:
合理分配绩效工资可激发员工工作积极性，促进科室更好发展。借鉴以资源为基础的相对价值比率理论，综合员工岗位级别、学历、职龄、工龄，分别确定心脏检查项目、血管检查项目、腹部检查项目岗级系数，按实际工作量、标化工作量汇总员工工作量，合理、公平地分配科室员工绩效工资，并按月度、年度进行绩效考评，落实奖惩。指出，合理定岗是核心，信息系统是支撑，公开透明是原则，定期修订不可少。只有建立全面、科学的绩效考评体系，才能促使科室可持续发展。
Abstract:
The reasonable distribution of performance wages can stimulate the enthusiasm of employees and promote the development of departments. Drawing on the resource-based theory of relative value ratio, combined with staff position, education, age, and length of service, it was determined respectively the grades of cardiac examination items, vascular examination items, and abdominal examination items, and summarized according to the actual workload, standardization workload,and employees' workload, to reasonable and fair distribute department staff performance salary, and to carry out monthly and annual performance evaluation for implementation of rewards and punishments. It was pointed out that reasonable determination of postswas the core, information system was the support, transparency was the principle, and regular revision was indispensable. Only by establishing a comprehensive and scientific performance appraisal system can the department be promoted for sustainable development.

参考文献/References:

［1］张丽敏,刘亚平,张存,等.护理岗位管理前后护士工作满意度的调查与分析［J］.中华现代护理杂志,2015,21(27):3311-3312.

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[2]孙君凤李志涛吉廷强赵春祥.基于德尔菲法构建采供血机构奖励性绩效工资分配方案[J].中国卫生质量管理,2023,30(07):087.[doi:10.13912/j.cnki.chqm.2023.30.7.19 ]
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更新日期/Last Update: 2019-05-28