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在目前科室既定的人才资源、医疗设备和建设投入暂时不可能出现很大转变的情况下,如何调动激励机制,使科室现有资源的利用率和实现度达到最大化。主要方法有:①奖金激励,使奖金与工作量挂钩、与风险挂钩、与责任挂钩、与劳务的知识含量挂钩,体现“倾向知识,倾向风险,倾向第一线”的原则。②目标激励,制定培养规划,根据个人的不同具体情况,制定详细的实施步骤,在随后的工作中引导他们努力实现目标。③参与激励,通过各种途径,让职工恰当地参与管理,既能激励职工,又能为科室的发展获得有价值的知识。④负激励,利用带有强制性和威胁性的控制手段,以否定某些不符合要求的行为。采取末位淘汰制,做到“不养一个闲人,不留一个懒人,不亏一个能人”。
In the current situation in which the established human resources, medical equipment, and construction investment of the department are unlikely to change greatly, how to mobilize the incentive mechanism so as to maximize the utilization and realization of the existing resources of the department. The main methods are: 1 bonus incentives, linking bonuses with workload, linking risks with liabilities, linking with responsibilities, and linking with the knowledge content of labor services, embodying the principle of “tendency knowledge, risk proneness, and tendency toward the front line”. 2 Target incentives, develop training plans, formulate detailed implementation steps based on individual specific circumstances, and guide them in their subsequent work to achieve their goals. 3 Participate in motivating, through various channels, allow employees to properly participate in management, both to motivate employees and to gain valuable knowledge for the development of the department. 4 negative incentives, the use of mandatory and threatening control measures to negate certain non-compliant behavior. Take the last elimination system, so that “there is no idler, no lazy, no loss.”