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                [1]姜華靜 張國慶 李靜 顏濤.基於RBRVS和KPI的績效考核方※案設計[J].中國衛生▓質量管理,2019,26(06):009-11.[doi:10.13912/j.cnki.chqm.2019.26.6.03]
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                基於RBRVS和KPI的績效〓考核方案設計
                分享到:

                《中國衛〒生質量管理》[ISSN:1006-7515/CN:CN 61-1283/R]

                卷:
                第26卷
                期數:
                2019年06期
                頁碼:
                009-11
                欄目:
                特別關註
                出版日期:
                2019-11-28

                文章信息/Info

                作者:
                姜華靜 張國慶 李靜 顏濤
                新疆維吾爾自治區人民醫院
                關鍵詞:
                RBRVSKPI績效考核方案設計
                Keywords:
                Resource-Based Relative Value Scale Key Performance Indicator Performance Assessment System Design
                DOI:
                10.13912/j.cnki.chqm.2019.26.6.03
                摘要:
                為了改變以收支為導向的傳統獎金分配模式,某院運用RBRVS研究方法,結合關恢復力也是有限制鍵績效指標,建立了RBRVS-KPI績效分配模式,明確了臨床科室、醫技科室及護理實力工作的關鍵績效指標。研究認為,KPI可以更好地彌補RBRVS的劣勢,綜合運用RBRVS-KPI可以提升醫院運營能力,並對RBRVS-KPI存在問題及解決方案展開你也是空間裂縫下了探討。
                Abstract:
                In order to change the traditional revenue-income oriented bonus allocation model, by using the Resource-Based Relative Value Scale(RBRVS) core ideas and key performance indicators (KPI), the RBRVS-KPI performance allocation model was established in a hospital, and the key performance indicators of clinical departments, medical technology departments and nursing work were defined.Study indicate, the KPI could make up for the disadvantage of RBRVS, the comprehensive use of RBRVS-KPI can improve the hospital's operational capabilities and explore the RBRVS-KPI problems and solutions.

                參考文獻/References:

                [1]王麗.RBRVS績效分配模】式在公立醫院的應用初探[J].中國◤總會計師,2017(4):112-113.

                相似文獻/References:

                [1]李靜 張國慶 姜華靜 顏濤.RBRVS-KPI績效考核方案應攻擊更加淩厲了起來用與評價[J].中國衛生質量到管理,2019,26(06):012.[doi:10.13912/j.cnki.chqm.2019.26.6.04]

                更新日期/Last Update: 2019-11-28