干部人事制度改革,是企业医院各项改革中的重点也是难点。近年来,我院按照“企业医院社会化”的总体要求,本着“务实、精干、高效”的原则,积极探索企业医院社会化的成功之路,全力推进人事制度改革,较大幅度地降低了人力成本,提高了工作效率,为医院的发展注入了新的生机和活力。 1 医院人事制度改革前的状况 我院原有职工473人,仅行管、后勤部门就有科室20个,一方面机构重叠,冗员充斥,另一方面又常常出现管理空白,职责不清,推诿扯皮。临床科室31个,科室间人员分布不合理,部分科室规模与实际医疗需求不相适应,岗位人员设置不合理,超编缺编问题严重。卫生资源利用率低,不同程度 The reform of the cadre and personnel system is a key and difficult point in various reforms of the hospital. In recent years, according to the general requirements of “socialization of corporate hospitals” and based on the principle of “pragmatic, lean, and efficient”, our institute has actively explored the successful path of the socialization of corporate hospitals and fully promoted the reform of the personnel system and greatly reduced The human cost has increased the efficiency of work and injected new vigor and vitality for the development of the hospital. 1 The status of the hospital personnel system before the reform The original staff of the hospital 473 people, only management, logistics department has 20 departments, on the one hand institutions overlapping, redundant full of staff, on the other hand often appear management gap, unclear responsibilities, push Wrapped. There are 31 clinical departments, and the distribution of personnel between departments is irrational. Some department sizes do not meet the actual medical needs. The staffing positions are irrational, and the over-editing and editing problems are serious. Utilization of health resources is low, varying degrees