摘要
该文以案例形式陈述一个医院绩效的实施项目的特例,旨在点出绩效咨询理论与实务间的差异,并且破除没有历史数据就无法拟定新绩效方案的迷思。案例中,咨询公司执行绩效考核项目时,在院方缺乏种种数据因素下,仍能如期提出3个绩效方案。咨询公司汇总院级领导的想法及专家建议,并着眼于解决医院问题后完善此3个方案,最后交由院方从中择出一个最适当医院未来发展的方案且获得认可。
This article presents a special case of a hospital performance implementation project in the form of a case aiming to point out the differences between performance consulting theory and practice, and to break the myth of not being able to formulate new performance plans without historical data. In the case, when the consulting company implements the performance appraisal project, under the lack of various data factors, the hospital can still propose three performance plans as scheduled. The consulting company summarizes the ideas and expert suggestions of the hospital-level leaders, and focuses on solving the hospital problems to improve the three programs. Finally, the hospital will select a plan for the future development of the most appropriate hospital and be recognized.
作者
杨可庆
赵仕俊
高伟
YANG Ke-qing;ZHAO Shi-jun;Gao Wei(Huihong Medical Management Research Center, Shanghai, 200082 China;Laiwu People's Hospital, Laiwu, Shandong Province, 271100 China)
出处
《中国卫生产业》
2019年第7期130-132,192,共4页
China Health Industry
关键词
医院
绩效
绩效方案
绩效奖金
数据
Hospital
Performance
Performance plan
Performance bonus
Data
