基于模糊理论的医疗机构知识型员工绩效评价研究
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摘要
随着国家医疗卫生机构等事业单位绩效工资改革制度的提出,以及医疗机构维持可持续发展的需要。知识型员工作为医疗机构核心竞争力的重要知识载体,如何在不断变化复杂的模糊环境下,形成合理的绩效评价体系,调动知识型员工的积极性,提高其工作绩效,是提高医疗机构服务水平,增强其核心竞争力的重要保障。
本文以辽宁省科技攻关项目《基于可持续发展观的辽宁国有医院现代化管理模式研究》(编号:2007225005-21)为依托,运用模糊理论对医疗机构知识型员工进行绩效评价以降低其绩效评价中存在的模糊性。首先,分析医疗机构知识型员工绩效评价中存在的模糊性,主要指知识型员工绩效评价主体、岗位分析、绩效契约、指标体系以及绩效结果中存在的模糊性。然后分析了知识型员工绩效评价的影响因素,基于影响因素构建了考虑医疗机构知识型员工工作幸福感和身体健康指标的绩效评价指标体系;并提出以三角模糊数层次分析法确立各指标权重,运用模糊综合评价法确定绩效评价值,这样弱化了绩效评价中存在的模糊性以及片面性,而且通过一致性检验,解决了以往有决定性作用的某一指标对综合评价结果没有太大影响的问题。同时应用模糊聚类为知识型员工绩效结果进行分类从而判定出绩效优劣人员群组,以此为依据进行绩效评价体系实施,提出绩效改进措施。最后以辽宁省人民医院知识型员工绩效评价为例进行了例证分析。
本文研究不同于目前已有的医疗机构知识型员工绩效评价方面的研究成果,通过对医疗机构知识型员工绩效评价指标体系的改进使评价更全面、人性化,分析了绩效评价中存在的模糊性,运用三角模糊数层次分析法、模糊综合评价法和模糊聚类的集成评价方法是对现有医疗机构知识型员工绩效评价方法的有益补充,弱化了医疗机构知识型员工绩效评价的模糊性。本论文的研究成果对医疗机构知识型员工绩效评价指标体系和方法的建立有借鉴意义,有助于医疗机构绩效工资改革的推行。
With the proposed of medical and other institutions reform of performance pay system, as well as medical institution needs to maintain its sustainable development, Knowledge-based employees as the core competitiveness of medical institution who carry knowledge become more important. So how to form a reasonable performance appraisal system to mobilize knowledge-based employees’enthusiasm and improve their job performance under the uncertainty and complexity changing fuzzy environment are important guarantee for rising medical institution performance to strengthen its core competition and improve service level.
This paper is one of the important elements of Liaoning scientific and technological project which is Research on the Modern Management Mode of Liaoning State-owned Provincial Hospitals Based on sustainable development (Number: 2007225005-21), and the goal of this paper is to decrease the fuzzy of performance appraisal. Firstly, it makes a study of knowledge-based employee performance appraisal fuzzy, including the fuzzy of the main body of knowledge-based employees’performance appraisal, job description, performance contracts, performance indicators, as well as the results. Secondly, it analyzes the main factors influencing knowledge-based employees’performance, and then advances the new performance appraisal index system including the job well-being and physical health indicators, furthermore, makes use of triangular fuzzy number analytic hierarchy process to fix on the weight of performance appraisal index, in addition, uses fuzzy comprehensive evaluation method to ensure the performance results, and solve the performance appraisal exist ambiguity and sidedness, what is more, through the consistency test can resolve the problem which decisive appraisal indicators have little impact on the comprehensive appraisal indicators system in the past. Thirdly, it makes an application of fuzzy clustering for knowledge-based employee performance results in order to determine the optimal classification performance groups, and establish the motivation mode of knowledge-based employees to improve the performance. Finally, it adopts an example of hospital knowledge-based employee performance appraisal to demonstrate concretely knowledge-based employees’performance appraisal based on fuzzy theory.
This paper is different from the existing achievements on medical institution knowledge-based employee performance appraisal, thus, it analyzes knowledge-based employee performance appraisal system ambiguity. Besides, with the improvement of performance appraisal index system, it makes the index system more comprehensive and humanized. The method of Triangular Fuzzy Number Analytic Hierarchy Process, Fuzzy Comprehensive Appraisal and Fuzzy Clustering are available complement to the existing appraisal methods, so that the knowledge-based employees’performance appraisal results are more precise to select excellently. As a result, this paper’s achievement will bring significance to medical institution of knowledge-based employee performance appraisal index system and methodology; it also helps medical institution reform the performance payment.
本文以辽宁省科技攻关项目《基于可持续发展观的辽宁国有医院现代化管理模式研究》(编号:2007225005-21)为依托,运用模糊理论对医疗机构知识型员工进行绩效评价以降低其绩效评价中存在的模糊性。首先,分析医疗机构知识型员工绩效评价中存在的模糊性,主要指知识型员工绩效评价主体、岗位分析、绩效契约、指标体系以及绩效结果中存在的模糊性。然后分析了知识型员工绩效评价的影响因素,基于影响因素构建了考虑医疗机构知识型员工工作幸福感和身体健康指标的绩效评价指标体系;并提出以三角模糊数层次分析法确立各指标权重,运用模糊综合评价法确定绩效评价值,这样弱化了绩效评价中存在的模糊性以及片面性,而且通过一致性检验,解决了以往有决定性作用的某一指标对综合评价结果没有太大影响的问题。同时应用模糊聚类为知识型员工绩效结果进行分类从而判定出绩效优劣人员群组,以此为依据进行绩效评价体系实施,提出绩效改进措施。最后以辽宁省人民医院知识型员工绩效评价为例进行了例证分析。
本文研究不同于目前已有的医疗机构知识型员工绩效评价方面的研究成果,通过对医疗机构知识型员工绩效评价指标体系的改进使评价更全面、人性化,分析了绩效评价中存在的模糊性,运用三角模糊数层次分析法、模糊综合评价法和模糊聚类的集成评价方法是对现有医疗机构知识型员工绩效评价方法的有益补充,弱化了医疗机构知识型员工绩效评价的模糊性。本论文的研究成果对医疗机构知识型员工绩效评价指标体系和方法的建立有借鉴意义,有助于医疗机构绩效工资改革的推行。
With the proposed of medical and other institutions reform of performance pay system, as well as medical institution needs to maintain its sustainable development, Knowledge-based employees as the core competitiveness of medical institution who carry knowledge become more important. So how to form a reasonable performance appraisal system to mobilize knowledge-based employees’enthusiasm and improve their job performance under the uncertainty and complexity changing fuzzy environment are important guarantee for rising medical institution performance to strengthen its core competition and improve service level.
This paper is one of the important elements of Liaoning scientific and technological project which is Research on the Modern Management Mode of Liaoning State-owned Provincial Hospitals Based on sustainable development (Number: 2007225005-21), and the goal of this paper is to decrease the fuzzy of performance appraisal. Firstly, it makes a study of knowledge-based employee performance appraisal fuzzy, including the fuzzy of the main body of knowledge-based employees’performance appraisal, job description, performance contracts, performance indicators, as well as the results. Secondly, it analyzes the main factors influencing knowledge-based employees’performance, and then advances the new performance appraisal index system including the job well-being and physical health indicators, furthermore, makes use of triangular fuzzy number analytic hierarchy process to fix on the weight of performance appraisal index, in addition, uses fuzzy comprehensive evaluation method to ensure the performance results, and solve the performance appraisal exist ambiguity and sidedness, what is more, through the consistency test can resolve the problem which decisive appraisal indicators have little impact on the comprehensive appraisal indicators system in the past. Thirdly, it makes an application of fuzzy clustering for knowledge-based employee performance results in order to determine the optimal classification performance groups, and establish the motivation mode of knowledge-based employees to improve the performance. Finally, it adopts an example of hospital knowledge-based employee performance appraisal to demonstrate concretely knowledge-based employees’performance appraisal based on fuzzy theory.
This paper is different from the existing achievements on medical institution knowledge-based employee performance appraisal, thus, it analyzes knowledge-based employee performance appraisal system ambiguity. Besides, with the improvement of performance appraisal index system, it makes the index system more comprehensive and humanized. The method of Triangular Fuzzy Number Analytic Hierarchy Process, Fuzzy Comprehensive Appraisal and Fuzzy Clustering are available complement to the existing appraisal methods, so that the knowledge-based employees’performance appraisal results are more precise to select excellently. As a result, this paper’s achievement will bring significance to medical institution of knowledge-based employee performance appraisal index system and methodology; it also helps medical institution reform the performance payment.
引文
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