随着我国医疗体系改革的不断深化，医院必须提高核心竞争力，而人才资源 管理无疑是医院提高竞争力的关键因素。当前社会医患关系紧张，医务人员面临 的工作压力越来越大， 如果人力资源管理相对不足，就会出现严重的人才流失。 薪酬管理作为人力资源管理的一个重要组成部分，是吸引人才、留住人才的 直接有效的手段之一。目前大部分体制内医院薪酬体系是以基本工资加奖金为主 要组成部分，医生收入不高且与他们的付出不成正比已成为我国医疗行业普遍存 在的问题。 本文主要通过对 A 医院薪酬体系现状的分析，诊断 A 医院薪酬管理相关问题， 运用薪酬体系的相关理论知识，对该医院在薪酬发放中存在的问题及产生原因进 行分析，提升薪酬管理方案。首先，提出选题背景与研究目的、学术界关于薪酬 和薪酬管理的研究现状，明确研究思路和方法。其次，分析和界定了薪酬、薪酬 管理相关概念，阐述了薪酬设计的原则和技术手段。然后，通过对A 医院内部员 工对薪酬满意程度的调查，分析了 A 医院现有的薪酬管理方面存在的不足。针对 A 医院现有薪酬管理的不足，应用薪酬管理相关理论，主要从医院绩效奖金优化、 员工绩效评价指标设计、员工绩效奖金发放和医院非物质薪酬的优化等方面为 A 医院薪酬管理设计的提升策略，并同时给出提升方案的运行方式和运行重点。 希望研究结果对该 A 医院具有一定的实用价值，并对正在转型改制中的其他 医院有一定的指导和借鉴意义。 关键词，A 医院 ，薪酬管理，薪酬，提升方案II ABSTRACT With the further reform of our medical system, the competition among hospitals is more and more intense. The relationship between doctors and patients is becoming more and more sensitive in today’s society. Medical staffs are facing greater working pressure. So, if hospitals don’t have suitable human resources management, there will be a serious loss of talented medical staffs. The compensation management is an important part of human resource management, one of the most direct and effective means to attract talents. Most of present salary system of hospital is basic salary plus bonus. Doctors don’t have high income and their pay proportional has become a widespread problem in medical industry in china. By analyzing relevant theoretical knowledge of salary system, the problems of A hospital existing in the salary, the paper mainly analyzes the present situation of the compensation system of A hospital and designs the promoting salary management scheme for A hospital. Firstly, put forward the research situation about the compensation and the compensation management of background and research purpose, academia, research ideas and methods of clear. Secondly, analyses and defines the relevant concepts of salary, salary management, discusses the principle and technology of compensation design. Then, based on the survey of salary satisfaction degree of A hospital’s staffs, analyzes the salary management problems existing in A hospital. Aiming at the deficiency of existing compensation management of A hospital, applies the theories of compensation management, mainly from the aspects of immaterial compensation of hospital performance bonus optimization, employee performance evaluation index design, employee performance bonuses and hospital optimization for promotion strategy of compensation management design of A hospital, and also gives the lifting operation mode and the key in operation. I hope the research results have certain practical value to A hospital, and have certain guidance and reference for other hospitals. Keywords: A Hospital，Salary Management，Compensation，Improving SchemeIII 目 录 第一章 绪 论...................................................................................................................1 1.1 选题背景和意义.................................................................................................1 1.2 研究目的和内容.................................................................................................1 1.3 研究方法和论文框架.........................................................................................2 1.3.1 研究方法......................................................................................................2 1.3.2 论文思路及框架..........................................................................................2 第二章 薪酬管理相关文献综述研究.............................................................................4 2.1 薪酬的定义与内涵.............................................................................................4 2.1.1 薪酬概念界定..............................................................................................4 2.1.2 薪酬的构成..................................................................................................4 2.2 薪酬管理的相关理论研究.................................................................................5 2.2.1 薪酬管理相关理论研究现状......................................................................5 2.2.2 薪酬管理代表性理论介绍..........................................................................5 2.2.2.1 工资结构差异的理论.........................................................................5 2.2.2.2 心理学视角与经济学视角.................................................................7 2.3 薪酬设计的原则和技术手段.............................................................................8 2.3.1 薪酬设计的原则..........................................................................................8 2.3.2 薪酬设计的技术手段..................................................................................9 2.4 目前公立医院薪酬分配制度发展现状...........................................................10 2.4.1 公立医院薪酬体系的构成要素................................................................10 2.4.1.1 经济性薪酬...................................................................................... 10 2.4.1.2 非经济性薪酬金...............................................................................11 2.4.2 公立医院薪酬分配制度发展现状............................................................11 2.4.3 公立医院薪酬分配制度的存在主要问题................................................13 2.5 薪酬管理理论评述和总结...............................................................................14 第三章 A 医院薪酬体系现状分析............................................................................... 15 3.1 A 医院基本情况................................................................................................ 15 3.1.1 医院人员分布情况....................................................................................15 3.1.2 医院人员学历结构情况............................................................................16 3.1.3 医院医务人员医院学历-年龄分布情况.................................................. 16目录 IV 3.2 A 医院薪酬管理现状........................................................................................ 17 3.2.1 在编人员薪酬管理情况............................................................................17 3.2.1.1 经济性薪酬...................................................................................... 17 3.2.1.2 非经济性薪酬.................................................................................. 19 3.2.2 聘用制人员薪酬管理情况........................................................................19 3.2.2.1 经济型薪酬.......................................................................................19 3.2.2.2 非经济性薪酬...................................................................................20 3.3 A 医院薪酬管理问题诊断................................................................................ 21 3.3.1 问卷调查....................................................................................................21 3.3.2 A 医院薪酬管理问题及原因分析............................................................. 22 第四章 A 医院薪酬管理的提升策略........................................................................... 27 4.1 A 医院薪酬管理的目的和原则........................................................................ 27 4.1.1 薪酬管理的目的....................................................................................