摘 要

随着新医改的不断推进，越来越多的医疗机构开始出现，民营医院面临着来自公立医院和其他卫生组织的竞争压力。所以，对于民营医院来说，提高自身竞争力变得尤为重要，人力资源是组织内最有活力的资源，提高人力资源管理水平才能调动员工的积极性，激发企业活力，保持民营医院的竞争优势。

关键绩效指标（KPI）作为绩效管理中重要的考核方法，多年来，一直是人力资源领域被专家学者探索研究的重点。基于 KPI建立的绩效考核体系是在科学、合理界定 KPI 上达成绩效考核目标的方法机制。其条件是关键绩效指标能够进行量化以及行为化，同时要遵循“二八法则”。

论文主要研究了A民营医院职能部门绩效考核指标体系现状及其存在的问题。采用了文献参考，问卷调查的方法对问题进行了探究。发现并解决问题，最后给出了优化后的KPI体系，并提出了保障措施和PDCA循环沟通。

研究结果表明：A民营医院职能部门KPI存在以下问题：公司经营指标和部门管理指标比例不合理，绩效考核指标过于繁琐冗杂以及绩效考核指标权重分配不科学和绩效考核指标设计缺乏沟通的问题。

本文的特色：结合了A民营医院职能部门的实际情况，从职能部门的KPI中找出普遍问题，探索解决问题的普遍方法，并结合各部门工作内容的个性，完善其绩效考核指标体系。

关键词：KPI ；民营医院；职能部门；优化设计

Abstract

With the increasingly fierce competition in the medical market, people's demand for medical institutions from the single diagnosis and treatment technology gradually shifted to the service, environment and so on, private hospitals are faced with the multiple challenges from public hospitals and other medical institutions, so both to maintain their competitiveness, but also to mobilize the enthusiasm of workers, In order to ensure that enterprises in the competitive environment of the dominant position. and effective performance management can solve the inefficiency of workers, fully mobilize the enthusiasm of workers and other issues over the years, performance management has always attracted domestic and foreign experts, scholars from the theoretical and practical aspects of continuous exploration. KPI of key performance indicators, also with the in-depth research in a variety of performance management ideas stand out, by many enterprises at home and abroad favored and sought after, gradually developed into a hot topic in the relevant academic research. The performance appraisal system based on KPI is the method mechanism to reach the goal of performance evaluation in scientific and reasonable definition of KPI. The condition is that key performance indicators must be quantifiable or behavioral, and in line with an important management principle-"28 principles".

This thesis mainly studies the status quo and existing problems of the performance appraisal Index system of the functional department of a private hospital. Using the literature reference, the questionnaire survey method has carried on the research to the question. Find and solve the problem, finally give the optimized KPI system, and put forward the safeguard measures and PDCA circulation communication.

The results show that: a private hospital functional department KPI has the following problems: The company's business indicators and departmental management indicators of unreasonable proportion, performance evaluation indicators too cumbersome miscellaneous and performance evaluation index weight distribution unscientific and performance evaluation index design lack of communication problems.

This thesis features: combined with a private hospital functional departments of the actual situation, from the KPI of the functional departments to find common problems, to explore the common way to solve problems, combined with the work of each department's personality, improve its performance evaluation index system.

Key Words: KPI；Private Hospital；Functional Department；Optimize

目录

摘 要

Abstract

第1章 绪论

1.1研究目的与意义

1.1.1研究背景

1.1.2 研究目的与意义

1.2 国内外研究综述

1.2.1国外研究现状

1.2.2 国内研究现状

1.2.3个人评述

1.3研究内容与研究方法

1.3.1研究内容

1.3.2研究方法

第2章 相关理论概述

2.1 相关概念界定

2.2 相关理论说明

第3章 A民营医院职能部门的KPI指标体系现状与问题

3.1 A民营医院职能部门绩效考核现状

3.1.1职能部门绩效考核经营指标与管理指标的比重及指标设置

3.1.2职能部门绩效考核指标测评方法

3.1.3职能部门绩效考核指标制定方法

3.2 A民营医院职能部门绩效考核指标体系存在的问题

第4章 A民营医院职能部门KPI体系优化设计方案

4.1 KPI 体系改进目的与原则

4.2 KPI 体系优化方案

4.2.1调整公司经营指标和部门管理指标比例

4.2.2.精简绩效考核指标

4.2.3优化绩效考核指标权重

4.2.4加强绩效考核体系的沟通，确保指标设定的科学性

第5章 A民营医院职能部KPI体系的保障措施

5.1. 优化相关配套制度体系

5.2 加强企业绩效文化建设

5.3 建立跟踪与评价机制

5.4构建PDCA循环沟通

第6章 总结与展望

6.1 全文总结

6.2 研究展望

参考文献

附录A：职能部门KPI情况表

附录B：职能部门KPI优化版