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The analysis and reconstruction of the F hospital salary management system
the sustainable development of the hospital,Compensation management,post valuation,
|Publication Year :||2013|
In current social situation, hospitals not only provide basic health care for the public, but also to achieve their maximum value, so that they can remain invincible in the market competition. The key priority for sustainable development of hospitals is talent. How to attract and retain qualified personnel is one of the most important issues in the hospital to consider. The compensation management as a core content of the human resources development is the effective management tool for hospital to achieve talent strategy. To construct a scientific, reasonable and fair compensation system can fully mobilize the enthusiasm, initiative and creativity of employees, increase employee well-being and satisfaction, stimulate employee motivation, and enhance the cohesion of the hospital. It’s very important for the hospital to attract and retain a high-quality, competitive personnel, improve its comprehensive development capacity. Based on the theory of human resources management and compensation management, the current situation of F hospital salary management system and existing problems were analyzed with literature induction, comparative analysis and Delphi methods. According to the actual situation and the requirements of hospital management, and also considered both efficiency and fair, a standardized, scientific, reasonable, efficient salary system was built for the hospital strategic development. There are five parts in this thesis. The first part, introduction, mainly introduces the research background, significance, research status and problems. The second part elaborates the main concepts and theoretical basis, including distribution theory, wages differences theory, payment equity theory, the compensation incentive theory. In the third part, the current situation of compensation management system in F hospital was carried on the analysis through the analysis of hospital personnel structure, salary structure and compensation system to illustrate the existing hospital compensation management problems. Further, the fourth part states the reconstruction of the salary management system of F hospital. Through the job description for the hospital, the interest-point method was served to evaluate the job grading and ulteriorly to design the reconstruction of the salary management system. Finally, conclusions and prospects as the fifth part mainly analysis the advantages and disadvantages of the compensation building program and its improvement.
|Appears in Collections:||臺大-復旦EMBA境外專班|
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