本文分析了广州市南沙区某公立医院人力资源管理现状,并基于SWOT分析法探索其发展策略。研究发现,该医院的人力资源管理具有成熟的管理体系和一体化管理的实施优势,但也面临财政支持不足和人才及岗位结构不均衡的劣势。政策支持与区域医疗资源扩展为其提供了重要的机遇,但日益增长的行业竞争和人才吸引与保留的难题构成了威胁。医院应优化管理架构,加强顶层设计,改善学科和人才结构,采取一体化与差异化发展策略,以构建高效的人才队伍,提升医院竞争力。本文通过对优势、劣势、机遇和威胁的综合分析,制定了针对性的管理对策,为同类医疗机构提供了参考。
This paper analyzes the current state of human resource management（HRM）in a public hospital in Nansha District,Guangzhou,and explores development strategies based on a SWOT analysis．The study reveals that the hospital’s HRM benefits from a mature management system and the implementation of integrated management．However,it also faces challenges such as insufficient financial support and an imbalance in the structure of personnel and positions．Policy support and the expansion of regional medical resources present significant opportunities,while increasing industry competition and challenges in attracting and retaining talent pose threats．The hospital should optimize its management structure,enhance top-level design,improve the discipline and personnel structure,and adopt integrated and differentiated development strategies to build an efficient talent team and enhance its competitiveness．Through a comprehensive analysis of strengths,weaknesses,opportunities and threats,this paper formulates targeted management strategies,providing valuable references for similar medical institutions．
价值医疗下公立医院需转变运营管理模式,建设专门运营管理部门对满足外部政策要求和改善内部运营管理十分必要。通过梳理公立医院开展运营管理的主要任务,确定公立医院专门运营管理部门的职责,设计与承担职责相适应的组织架构,保证专门运营管理部门的职能充分发挥。
Public hospitals need to change the operation management mode under value-based healthcare．It is necessary to build a special operation management department to meet the requirements of external policies and improve internal operation management．By sorting out the operation and management tasks of public hospitals,the responsibilities of the operation management department are determined,and the organizational structure suitable for the responsibilities is designed,so that the construction of specialized operation management department can be effectively implemented．
随着新医改全面深化、医保基金支付方式改革、国家公立医院绩效考核持续推进等新业态,医院靠粗放式规模扩张的收入模式不再适应新时期的发展。大多数基层公立医院不重视运营管理,存在收不抵支的财务风险与压力,导致医院面临巨大的良性运营挑战。探究基层公立医院的运营管理现状,普遍存在运营定位不清晰、运营组织体系不完善、运营意识薄弱、业财融合理念不强、专业人才少、信息系统功能不完善等诸多问题。如何有效应对潜在运营风险,推动转变管理模式并向高质量发展成为基层公立医院面临的重要课题。为此,基层公立医院迫切需要加强运营管理,对人、财、物、技术、空间等核心资源进行评估和流程管理,多管齐下,提高运营效率和社会经济效益,实现向管理要效益,解决收不抵支问题,推动医院可持续和高质量发展。
目的 从社会组织网络嵌入性的角度,探讨公立医院医务人员工作内外匹配（包括组织匹配和区域匹配）在人际信任与隐性医学知识共享行为之间的中介效应,完善公立医院医务人员隐性医学知识共享机制的研究。方法 采用问卷调查方式对公立医院医务人员进行调查,运用SPSS 17.0软件进行数据分析,采用AMOS 22.0建立公立医院医务人员工作内外匹配在人际信任与隐性医学知识共享行为之间的中介效应回归方程。结果 公立医院医务人员人际信任与隐性医学知识共享行为之间有显著的正相关关系,标准化回归系数为0.446（P <0.001）。加入工作内外匹配变量后,公立医务人员人际信任对隐性医学知识共享行为的标准化回归系数由0.446（P <0.001）降到0.189（P<0.01）。结论 公立医务人员人际信任正向预测隐性医学知识共享行为;组织匹配、区域匹配在公立医务人员人际信任与隐性医学知识共享行为之间具有部分中介效应。
Objective To explore a new path of interpersonal trust impact on knowledge sharing behavior-being from the perspective of job embeddedness．Methods Questionnaire survey was used to investigate the medical staff in public hospitals．SPSS 17.0 software was used to analyze the data．AMOS 22.0 was used to establish the regression equation of intermediary effect between interpersonal trust and tacit medical knowledge sharing behavior of medical staff in public hospitals．Results There was a significant positive correlation between interpersonal trust and tacit medical knowledge sharing behavior．The standardized regression coefficient was 0.446（P <0.001）．When added the fitting to organization and community,the standardized regression coefficient decreased from 0.446（P <0.001）to 0.189（P <0.01）．Conclusions The interpersonal trust of public medical staffs positively predicts the tacit medical knowledge sharing behavior．Organizational matching and regional matching have partial mediating effect between interpersonal trust and tacit medical knowledge sharing behavior of public medical staff.
介绍了欧洲标准评估框架(CAF)的具体内涵。从国家三级公立医院绩效考核、现代医院管理制度构建、医院高质量发展实现和全面推进健康中国建设四个方面对我国三级公立医院实施卓越绩效管理的必要性进行了分析。在此基础上,提出基于CAF的我国三级公立医院卓越绩效管理实现策略:将卓越绩效管理理念贯穿医院管理全过程;构建基于CAF的三级公立医院内部卓越绩效考核指标体系;构筑基于CAF的卓越绩效考核医院内部运行机制;打造符合院情的卓越绩效考核自评模式。
目的 为科学合理的测算公立医院人员编制以及编制管理改革提供参考。方法 对各省市公立医院机构编制标准以及相关文献进行系统分析,系统总结编制影响因素以及编制测算方法。结果 公立医院人员编制受多方面因素影响,而现阶段人员编制测算主要以床位数与门诊量为主要考量因素,其他因素为辅。结论 结合我国公立医院人事管理改革方向,在公立医院人员编制管理上,首先需要科学核定医院应配备人员总量,全方位考虑各影响因素,并设定一定的可伸缩区间,使医院可根据实际情况在一定范围内自主选择。
Objective To provide references for public hospital personnel calculation and personnel system reform. Methods The related standards of public hospitals in various provinces and literatures were analyzed systematically to sum up influence factors and calculation methods. Results Public hospital personnel complement is affected by various factors. At this stage that was mainly measured by the number of beds and outpatient service,and supplemented by other factors. Conclusion With the reform of personnel management in public hospitals in our country, in the management of public hospital staff, the first need to scientifically measure the total amount of personnel that hospital should be equipped with considering various factors. And to set an interval, the hospital may make an independent choice according to the actual situation.
随着信息技术发展，传统报账模式难以满足现代医院精细化管理与内部控制要求，公立医院报账现状存在财务定位不准确、重核算轻管理，顶层规划不足、信息孤岛现象严重，内部控制不完善、运营风险高，核算效率不高、职工满意度低等诸多问题。如何有效应对传统报账弊端，推动医院管理模式转变并实现高质量发展是公立医院面临的课题。公立医院智慧报账体系建设需重视顶层设计，基于内部控制要求结合智慧化手段优化流程，以达成提升财务战略地位、系统互通、效率提升、提高职工满意度和内控风险可控的目标，案例医院的智慧报账系统建设实践可为其他医院提供参考借鉴。
As information technology advances，traditional accounting models are increasingly inadequate for the refined management and internal control needs of modern hospitals．Public hospitals encounter several challengesincluding inaccurate financial positioning，an emphasis on accounting over management，insufficient top-level planning，seriousinformation silos，weak internal controls，high operational risks，low accounting efficiency，and low employee satisfaction．Effectivelyaddressingthe shortcomings of traditional accounting practices and transforming hospital management models for high-quality development isa pressing challenge．The development of an intelligent accounting system in public hospitals should prioritize top-level design，optimize processes in line with internal control requirements，and integrate intelligent technologies．This approach aims to enhancethe strategic role of finance，improve system interoperability，increase efficiency，boost employee satisfaction，and ensuremanageable internal control risks．The practical implementation of the intelligent accounting system in the case hospital can providevaluable insights for other hospitals．
当前公立医院面临的内外部环境十分复杂，各种不确定因素影响公立医院健康运营。引入内部控制理念，建立健全采购与付款环节是必要的。文章对目前公立医院采购与付款业务管理中存在的问题进行分析，从改善内部环境建设、建立起有效的风险评估体系、加强采购与付款业务控制活动、巩固监督检查体系、加强信息沟通建设五个方面提出相应策略，优化公立医院采购与付款环节内部控制，从而减少风险带来的不确定性，保障医院运行的效率效益，助力医院高质量持续发展。
Public hospitals are currently navigating a complex internal and external environment，where various uncertainties can impact their effective operation．The introduction of internal control concepts and the establishment of robust procurement and payment processes are essential．This paper analyzes the issues present in the management of procurement and payment operations within public hospitals．It proposes strategies across five key areas：enhancing the internal environment，establishing an effective risk assessment framework，strengthening control activities in procurement and payment processes，reinforcing the supervision and inspection system，and improving information communication．These strategies aim to optimize internal controls，reduce uncertainty associated with risks，ensure operational efficiency，and support the sustainable，high-quality development of public hospitals．
