ABSTRACT
Optimizing the salary system of general practitioners and establishing a compensation incentives mechanism fitting its needs, would contribute effectively to the development of the general practitioner system in China. Fully leveraging the salary incentive system, the United Kingdom(UK) effectively improved the working enthusiasm of general practitioners and its quality of primary medical services, and limited its medical expenses as well. The authors expounded the incentive mechanism of general practitioners′ salary in the UK from such dimensions as salary model and salary structure, and introduced the implementation effect. Based on Robbins′ comprehensive incentive theory, the authors introduced the internal logic of the UK′s general practitioners′ salary incentive mechanism. Based on the UK experiences, along with existing problems in China, the authors recommended on setting up value-based salary levels, optimizing the salary structure, and establishing a dynamic adjustment mechanism. These ideas are expected to help optimize the salary incentive mechanism for general practitioners in China.
ABSTRACT
From its motivator function of salary system,hospital managers can transform salary into incentive factors to promote hospital's strategy and core value.The author suggests that single-faceted pursuit for economic benefits should be avoided in hospital performance management.Under the precondition of patient-centered and quality-cored medical service,the new way of bonus allocation integrated medical quality,cost consumption,workload and management indicators to inspire medical staff and promote hospital management and development.