摘要
传统模式下的医院绩效考核偏重于财务衡量指标,忽略了长期战略与短期目标的平衡、财务与非财务指标的协调等因素。以无锡市第二人民医院为例,介绍了该院利用BSC工具,从财务、顾客、内部流程和学习成长四个维度,对医院绩效与薪酬分配制度改革进行管理创新的有效探索,提出了医院绩效管理改革的新思路。
Traditional performance evaluation focuses on financial indicators while neglecting the balance between long-term strategic goals and short-term goals,and the coordination of financial indicators and non-financial indicators.This paper,through the case study of Wuxi No.2 People＇s Hospital,introduced its explorative efforts in reforming hospital performance and salary allocation system with the tool of Balance Scorecard from 4 dimensions including finance,client,inter process,and learning.It also proposed innovative thought for hospital performance management reform.
出处
《中国医院》
2012年第1期57-60,共4页
Chinese Hospitals
关键词
医院
绩效管理
平衡计分卡
hospital
performance management
balance scorecard
