F醫院薪酬管理體系的分析與再構建

Abstract

醫院在現今的社會形勢下，不但要為大眾提供基本的醫療保障，還要實現自己的價值最大化，以在市場的競爭中立於不敗之地。醫院可持續發展的關健在于人才，如何吸引人才、留住人才是醫院要考慮的重要問題之一。薪酬管理作為人力資源管理的核心內容，是醫院實現人才戰略的有效管理手段。構建科學、合理、公平的薪酬體系能夠激發員工的工作積極性和創造性，增強員工的幸福感和滿意度，使醫院能夠吸引和保留一支優秀的人才隊伍，進而保持醫院的凝聚力，提升醫院的可持續發展能力。 論文主要以人力資源管理理論、薪酬管理理論為基礎理論依據，通過運用文獻歸納法、比較分析法和德爾菲法相結合的方法，對F醫院薪酬管理體系的現狀和存在的問題進行分析，並針對醫院的實際情況和管理需要，為醫院構建一個適應醫院戰略發展要求、兼具效率與公平的、規範、科學、合理、高效的薪酬體系。論文主要包括五個部分：第一部分，引言，主要介紹研究背景、研究意義、研究現狀和存在的問題；第二部分，對論文研究的主要概念和理論依據進行闡述，包括按勞分配理論、工資差別理論、薪酬公平理論、薪酬激勵理論；第三部分，對F醫院薪酬管理體系的現狀進行分析，通過對醫院人員結構、薪酬結構和薪酬制度分析來說明醫院薪酬管理存在的問題；第四部分，F醫院薪酬管理體系的構建，通過制定醫院的崗位說明書，然後運用要素計點法進行崗位價值評估並歸級，從而設計醫院的薪酬構建方案。第五部分，結論與展望，主要分析薪酬設計方案存在的優缺點和可提升的空間。

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.