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目的 科学、客观地对高校附属的三甲医院骨科系统临床医医师工作绩效进行综合评价,从而让员工了解其特点,校订个人发展规划,让管理者更有效的利用人力资源;方法 根据Gary工作绩效界定原则,采用图尺度评价法、配对比较法、强制分布法和目标管理法综合评价;结果 制定出双要素二维坐标图,根据被评价者所处的象限、与坐标轴所成的角度,可以将其绩效评定为优秀(综合优秀、临床优秀、学术优秀)、学术欠缺(学术欠缺、学术很欠缺)、临床很欠缺和拙劣4个等级;通过评分面积比较可以进行员工之间的相互比较;结论 本绩效评价方法能够客观地反应出员工的优缺点,能对员工本身校订个人发展规划和为现代化医院的管理者制定最有效的人力资源使用决策提供重要依据。
Purpose To scientifically and objectively evaluate the performance of clinical doctors in the orthopaedic system of the top-three hospitals in universities so that employees can understand their characteristics and customize personal development plans so that managers can use human resources more effectively. Methods According to Gary’s job performance In principle, a comprehensive evaluation is performed using map scale evaluation method, pair comparison method, mandatory distribution method, and target management method; the result is a two-element two-dimensional coordinate chart, which can be based on the quadrant of the person to be evaluated and the angle formed by the coordinate axis. The performance was rated as excellent (comprehensive, clinical, academic), lack of academic (academic deficiency, lack of academics), clinical deficiency and bad quality; the comparison of employees was possible through comparison of scoring areas; Conclusion This performance appraisal method can objectively reflect the advantages and disadvantages of employees, and can provide an important basis for the staff to revise their own personal development plans and to formulate the most effective human resource use decisions for modern hospital managers.