乌鲁木齐市第二人民医院薪酬制度体系的诊断分析

乌鲁木齐市第二人民医院薪酬制度体系的诊断分析摘要随着人类社会进入知识经济时代,人力资本逐渐成为医院管理运作的核心,人力资源管理水平的高低逐渐成为医院能否获得竞争优势的关键。在整个人力资源管理体系中，健全的薪酬管理系统是吸引、激励、发展与留住人才的最有力的工具。几乎没有哪个公司或组织对自己的薪酬体系感到满意，医疗单位也是如此。薪酬体系是医院进行人力资源管理的一个非常重要的工具。在现代医院管理中，建立公正、公平、合理的薪酬体系显得尤为重要。本文回顾了医院薪酬管理体系的现状，提出了现行医院薪酬制度存在的主要问题，并通过对乌鲁木齐第二人民医院现有薪酬体系的分析，指出其存在的问题，结合医院现代薪酬管理理论，提出了以战略为导向的医院全面薪酬管理体系的改进措施，以进一步提高医院的核心竞争力。关键词：医院；薪酬管理；人力资源管理AbstractAshumansocietyenteredtheeraofknowledgeeconomy,humancapitalhasbecomethecoreoftheoperationofhospitalmanagement,humanresourcemanagementlevelofthehospitalcanbecomeakeycompetitiveadvantage.Inthehumanresourcesmanagementsystem,asoundsalarymanagementsystemistoattract,motivate,developandretaintalentofthemostpowerfultool.Almostnocompanyororganizationissatisfiedwiththeirpaysystem,medicalunitsaswell.Paysystemisthehospitalhumanresourcemanagementaveryimportanttool.Inthemodernhospitalmanagement,establishmentofajust,fairandreasonableremunerationsystemisveryimportant.Thispaperreviewsthestatusofhospitalsalarymanagementsystem,maketheexistingsalarysystemHospitalsmainproblems,andthroughtheSecondPeople'sHospitalinUrumqianalysisoftheexistingsalarysystem,pointouttheproblems,combinedwithmodernhospitalmanagementsalarytheory,ofthestrategicdirectionofthehospital'scomprehensivecompensationmanagementimprovementmeasurestofurtherenhancethecorecompetitivenessofthehospital.Keywords：Hospital；CompensationManagement；HumanResourceManagement目录1绪论............................................................................................................................................................32对于我国国有医院薪酬制度体系的研究.................................................................................................52.1我国国有医院薪酬管理的现状......................................................................................................52.1.1科室核算型...........................................................................................................................52.1.2目标责任型...........................................................................................................................52.1.3岗位薪酬型（要素分配型）...............................................................................................62.2现行医院薪酬制度存在的主要问题..............................................................................................72.2.1缺乏配套的激励措施............................................................................................................72.2.2价值定位过低........................................................................................................................72.2.3无法体现公平性和缺乏竞争力............................................................................................82.2.4缺乏有效的绩效考核机制....................................................................................................93乌鲁木齐第二人民医院目前薪酬分配的方式及存在的问题.................................................................93.1乌鲁木齐第二人民医院简介..........................................................................................................93.2目前乌鲁木齐第二人民医院薪酬制度体系介绍........................................................................103.3现行薪酬体系存在的问题.............................................................................................................113.3.1薪酬的整体性不足..............................................................................................................113.3.2薪酬的战略导向性不足......................................................................................................113.3.3未能体现宽带薪酬的理念.................................................................................................123.3.4没有引入全面薪酬管理体系.............................................................................................124对乌鲁木齐第二人民医院目前薪酬制度的改进...................................................................................134.1职位分析与职位评估....................................................................................................................134.1.1职位分析.............................................................................................................................134.1.2职位评估.............................................................................................................................134.2可变薪酬设计................................................................................................................................134.2.1业绩工资.............................................................................................................................134.2.2特别奖.................................................................................................................................144.2.3不同人员的薪酬构成选择.................................................................................................144.3员工福利管理................................................................................................................................145总结.........................................................................................................................................................