mbt chaussure Middle-level cadre selection and app

lin06900 · Wysłany: Pon 6:33, 28 Mar 2011

Middle-level cadre selection and appointment of our hospital system reform and the effectiveness of

Responsibility for those goals to be completed on schedule, or be subject to This will allow mid-level team, always full of vigor and vitality. Initial Probe CIP Lee: Huizhou city, Guangdong Province People's Hospital, Huizhou 516001 1.4 41 North Road, Eling, director of medical experts to establish positions in the open competition, according to the contingent of cadres , medical departments, director of the competition for the age requirement of 50 years of age, former employee of the relaxed to men aged 55 years and women 53 years of age, some more than competition for age, clinical, medical departments, director, to quit mid-level positions. To retain talent, to the hospital to remain competitive in the market, the core competitiveness of the personnel. Hospital director of medical experts established posts,[link widoczny dla zalogowanych], some posts I quit mid-level clinical director of medical departments, was appointed as director of medical experts,[link widoczny dla zalogowanych], and let them enjoy the House leadership post allowance level. 1.5 Reforming salary allocation mechanism for the full mobilization of people's initiative and creativity of Majesty, to break with the level of mid-level positions receive the same benefits and performance pay of the incentives. According to the size of job responsibilities, the risk to determine the positions at the level of benefits, increase the responsibility of large, high-risk job duties allowance; of completion based on performance and contribution to receive performance pay, and to tilt the clinical front line,[link widoczny dla zalogowanych], so that those who achieve self-serving value of representation greatly inspire the enthusiasm of cadres and creativity. 2 results through the mid-level cadre selection and appointment system reform and provision of Chinese hospitals. 2oo5 ~ 5 month 9 No. 5 of 43 hospitals before and after the reform of personnel PERSONNELINHOSPITALS Table 1 the average age of middle-level cadres. Degree and the title composition table speed, crystal brand marketing, business strategy implementation. Reduce hospital operating costs. Improve the D efficiency. Enhance the service concept, the development of improved vitality and competitiveness. Significantly improve the social and economic benefits. 【Parity sets to the good society. 2. I reduce costs and improve efficiency through the administrative and logistics functions and the clinical section of the structure of reform and reorganization, administration and logistics functions to reduce the original 14 13. Working middle-level cadres (section level) from 22 to 19 people Niang, general administrative support staff person from the original 5O to 37 people. Hospital operating as a decline in administrative and logistics functions by the statistics of the reduced operating costs 29.36%, 22.22% lower labor costs. The hospital consumables and sanitation materials dropped 21.7% over the previous year. 2.2 The development of improved vitality and competitiveness. Social and economic benefits significantly improve the introduction of competition, constraints, incentives play a major force in the development of the role and force, reversing the pre-reform years of 2001 ~ 2o02 outpatients. Average, each employee responsible for out-patients,[link widoczny dla zalogowanych], a negative growth of fixed assets and in-patients, the average seats per staff person responsible for growth rate of hospitalization 44C ~ meseIqoepilalsMay2005Vo1.9. №. Adverse business conditions fell 5 2003 ~ 2004 ~ q. ] Medical consultation where,[link widoczny dla zalogowanych], on average each employee responsible for out-patients, patients on average each employee responsible for fixed assets, accounting for the local medical market share and other indicators of the level and pace of development made slipper reached a new level. Reform and business development work around the King ashamed rate, economic lessons, the competitiveness of key indicators in Table 2, Table 3. 2.3 to improve the service concept of social reputation enhanced, medical ethics and the eyes continue to improve service quality of cable. The public become better evaluation of the hospital, carried out in the city over the years, and composite scores significantly improved, hospital staff and hospital public bad complaints decreased. 3 discussion in the hospital human resource management, we must fully mobilize the hospital staff's enthusiasm and creativity I believe that also direct attention to the following questions dealing with. commonweal unit, middle-level cadres selection and appointment system reform should be approach is to find homes does not match the units age, education and other conditions of competition for middle-level administrative and logistics office box dry tone} j (section level). keep pecking the appropriate treatment. 3.4 and introduce competition. restraint and incentive mechanism so that the incumbent has power and pressure, so that middle-level cadres Han always sufficient vigor and vitality. Park 3.1 State Hospital. property owned by the state, is a social 【Received 2oo5 ~ 3-1o] c duty bound series are Shirley)
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