目的：针对军队医院人员构成复杂的特点，设计一套行之有效的绩效制度。方法按照新医改要求，针对军队医院的特殊性，结合属地特色，以医院员工薪酬设计为切入点，提出军队医院绩效的具体模式。结果薪酬可分为显性薪酬和隐性薪酬，显性薪酬主要为物质激励，设置为基本工资和绩效奖励的“双绩效”模式，实行总额预算和目标管理，通过全方位考核，分级分类核算。隐性薪酬主要为非物质激励。通过工作环境、发展机会、组织文化三个方面的改善，增加员工归属感，提高工作积极性。结论薪酬设计要遵守军地相关规定，符合医改要求；结合医院自身的战略目标和内外环境，做到制度“因地制宜”，核算“信息化”和结果公开公平合理。%Objective To design an effective performance system for the military hospital which had diver-sified personnel striations.Methods A new performance system that one must be adapt for the reform combined with the territorial characteristics.Hence, a performance system for the military hospital is illustrated in this arti-cle.Results The salary can be divided into dominant and recessive salary.The dominant salary meant material stimulation, which including basic wages and bonus.That was called “Double Performance Mode”.Implementa-tion of the means was the total budget, target management, comprehensive evaluation and accounting classification. The recessive salary mainly was the non -material incentive, which included the work environment, development opportunities, organizational culture, and so on.Through these improvements can increase a sense of belonging and improve enthusiasm for the employees.Conclusion It was said that suiting our measures to differing conditions in terms of locality, time, issue and people involved in.With the principle of open, fair and impartial, we should take measures adapted to local conditions and information -based so as to improve our work.
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