[1]刘治君 刘文可 陈彦忠 黄山 李强 蓝辛夷.公立医院职能部门OKR绩效管理体系及数字平台建设实践[J].中国卫生质量管理,2025,32(07):054-58.[doi:10.13912/j.cnki.chqm.2025.32.7.12]
　LIU Zhijun,LIU Wenke,CHEN Yanzhong.Practice of Constructing a OKR Performance Management System and Digital Platform for Functional Departments in Public Hospitals[J].Chinese Health Quality Management,2025,32(07):054-58.[doi:10.13912/j.cnki.chqm.2025.32.7.12]
点击复制

公立医院职能部门OKR绩效管理体系及数字平台建设实践()
分享到：

《中国卫生质量管理》[ISSN:1006-7515/CN:CN 61-1283/R]

卷:
第32卷
期数:
2025年07期
页码:
054-58
栏目:
绩效管理与医院高质量发展
出版日期:
2025-07-15

文章信息/Info

Title:
Practice of Constructing a OKR Performance Management System and Digital Platform for Functional Departments in Public Hospitals
作者:
刘治君 刘文可 陈彦忠 黄山 李强 蓝辛夷
自贡市第三人民医院
Author(s):
LIU Zhijun;  LIU Wenke;  CHEN Yanzhong
Zigong Third People’s Hospital
关键词:
绩效管理; 目标与关键成果法; 数字平台; 职能部门; 公立医院
Keywords:
Performance Management;  Objectives and Key Results;  Digital Platform;  Functional Departments;  Public Hospitals
分类号:
R197.3
DOI:
10.13912/j.cnki.chqm.2025.32.7.12
文献标志码:
B
摘要:
探索将目标与关键成果法（OKR）和数字技术相结合，建立公立医院职能部门绩效管理新模式。通过因素计分法，建立集岗位、工龄、学历因子的岗位积分制绩效分配体系和OKR积分绩效管理模式，并搭建职能部门OKR绩效管理数字平台。经实践发现，OKR绩效管理模式具备目标导向、量化考评、精准激励等优点，能够实现优劳优得，人员岗位晋升动态管理，并提升员工满意度。OKR绩效管理体系将医院、科室、个人绩效价值串联并可视化，可为公立医院职能部门绩效管理提供思路。
Abstract:
This study explores the integration of the objectives and key results (OKR) methodology with digital technology to establish a new performance management model for functional departments in public hospitals. By employing the factor-based scoring method, a position-based point system for performance distribution is developed, incorporating factors such as job role, years of service, and educational background. This system is integrated with an OKR-based point performance management model, and a digital platform for OKR performance management in functional departments is constructed. Through practical implementation, it is found that the OKR performance management model possesses advantages such as goal orientation, quantitative evaluation, and targeted incentives. It enables fair distribution of performance rewards based on merit, dynamic management of personnel promotion, and enhances both employee satisfaction and the quality and efficiency of performance management. The point-based OKR performance management system visually links and presents the performance values of the hospital, departments, and individuals, offering a novel approach to performance management for functional departments in public hospitals.

参考文献/References:

［1］纪长松,尹 含,陈海东,等.基于OKR的职能管理部门绩效考核模式研究与实践［J］.航天工业管理,2024(4):45-48.［2］杨 冬,江 灿,吴楠楠，等.公立医院职能部门契约式绩效考核指标体系构建与应用［J］.中国卫生质量管理,2023,30(2):44-48. ［3］杜 娟,季 湧,吴 剑，等.县级公立医院职能部门管理人员绩效考核指标体系构建［J］.中国卫生质量管理,2022,29(2):88-91. ［4］王明，洪千武.OKR管理法则：阿里巴巴、华为绩效管理实战技巧［M］.北京：中信出版社，2020:23-24.［5］汤 美,张 静,郑海萍.基于OKR视角下创新产科运营管理模式研究［J］.江苏卫生事业管理,2024,35(7):939-942.［6］张 蕾,张莉滟,赵 越.OKR在检验医学住院医师规范化培训中的应用探讨［J］.标记免疫分析与临床,2024,31(3):579-582.［7］杜兰芳,李明雪,王旖旆,等.基于OKR法的急危重症平台运行效率分析［J］.中国医院管理,2023,43(12):49-51.［8］张弓,陈梦莹,范学雄.基于OKR理念的医院核心工作指标体系建设及应用［J］.中国卫生质量管理,2022,29(11):49-52.［9］王栋,唐 艳,肖 平.目标与关键成果管理在医院职能部门评价中的应用［J］.中国医院管理,2016,36(11):71-73.［10］刘治君,张培森,杨釜,等.公立医院行政后勤部门绩效分配实践与思考［J］.卫生软科学,2017,31(10):28-31.［11］姚琼.OKR使用手册［M］.北京：中信出版社，2019：187-189.［12］江乐兴.OKR工作法：高绩效管理秘籍［M］.石家庄：河北教育出版社，2020：157.

相似文献/References:

[1]杨娟 张丽华.发达国家经验对我国公立医院绩效评价的启示与思考[J].中国卫生质量管理,2019,26(02):110.[doi:10.13912/j.cnki.chqm.2019.26.2.32]
[2]侯冷晨 牛培勤 张震军 邢晨伟 杨佳芳 张戟 胡龙军.基于医疗大数据的手术分级探索与实践[J].中国卫生质量管理,2020,27(03):038.
　HOU Lengchen,NIU Peiqin,ZHANG Zhenjun,et al.Exploration and Practice of Operation Classification Based on Medical Big Data[J].Chinese Health Quality Management,2020,27(07):038.
[3]李姗 侯铭 郭健 李萍.基于DRGs和RBRVS的护士绩效薪酬改革方案的探索[J].中国卫生质量管理,2020,27(03):059.
　LI Shan,HOU Ming,GUO Jian,et al.Nurse Performance Salary Reform Scheme Based on DRGs and RBRVS[J].Chinese Health Quality Management,2020,27(07):059.
[4]左克强 陈震 金逸 焦岳龙 吕中伟 李济宇 秦环龙 王清江 盛伟琪.基于病种临床路径的门急诊绩效考核机制探索[J].中国卫生质量管理,2020,27(05):031.
　ZUO Keqiang,CHEN Zhen,JIN Yi,et al.Exploration of Performance Evaluation Mechanism of Outpatient and Emergency Department Based on Clinical Pathway of Diseases[J].Chinese Health Quality Management,2020,27(07):031.
[5]吴镝娅 张丽华 蔡林.麻醉手术室绩效薪酬方案设计与应用[J].中国卫生质量管理,2021,28(03):085.[doi:10.13912/j.cnki.chqm.2021.28.3.26 ]
　WU Diya,ZHANG Lihua,CAI Lin.Design and Application of Performance Based Salary Scheme in Anesthesia Operating Room[J].Chinese Health Quality Management,2021,28(07):085.[doi:10.13912/j.cnki.chqm.2021.28.3.26 ]
[6]杨瑶如婳王霞曾多唐佳骥许欣悦.基于数据包络分析的医院绩效管理优化策略探讨[J].中国卫生质量管理,2021,28(04):070.[doi:10.13912/j.cnki.chqm.2021.28.4.21 ]
　YANG Yao,RU Hua,WANG Xia.Optimization Strategy of Hospital Performance Management Based on Data Envelopment Analysis[J].Chinese Health Quality Management,2021,28(07):070.[doi:10.13912/j.cnki.chqm.2021.28.4.21 ]
[7]姜立耿庆山.绩效管理推动医院高质量发展：以广东省人民医院为例[J].中国卫生质量管理,2021,28(10):042.[doi:10.13912/j.cnki.chqm.2021.28.10.12 ]
　JIANG Li,GENG Qingshan.Performance Management Promotes High Quality Development of Hospital: a Case Study of Guangdong Provincial People's Hospital[J].Chinese Health Quality Management,2021,28(07):042.[doi:10.13912/j.cnki.chqm.2021.28.10.12 ]
[8]徐雪慧洪安琪何敏张丽华.RBRVS在产科绩效管理中的应用[J].中国卫生质量管理,2021,28(11):049.[doi:10.13912/j.cnki.chqm.2021.28.11.12 ]
　XU Xuehui,HONG Anqi,HE Min.Application of RBRVS in Performance Management in Obstetrics Department[J].Chinese Health Quality Management,2021,28(07):049.[doi:10.13912/j.cnki.chqm.2021.28.11.12 ]
[9]张丽华张瑞迪宁世伟任巍蔡林.精细化绩效管理助推公立医院高质量发展[J].中国卫生质量管理,2022,29(01):043.[doi:10.13912/j.cnki.chqm.2022.29.1.12 ]
　ZHANG Lihua,ZHANG Ruidi,NING Shiwei.Lean Performance Management Promoting High-Quality Development of Public Hospitals[J].Chinese Health Quality Management,2022,29(07):043.[doi:10.13912/j.cnki.chqm.2022.29.1.12 ]
[10]徐桔密黄伟娜罗莉魏伟焦东凌曹建文.医院绩效管理政策文本量化分析[J].中国卫生质量管理,2022,29(06):058.[doi:10.13912/j.cnki.chqm.2022.29.6.15 ]
　XU Jumi,HUANG Weina,LUO Li.Quantitative Policy Documents Analysis of Performance Management in Hospitals[J].Chinese Health Quality Management,2022,29(07):058.[doi:10.13912/j.cnki.chqm.2022.29.6.15 ]

更新日期/Last Update: 2025-07-15