Discussion on the competencytraining of the management staff in the resident standardized training base / 基础医学与临床

In the process of building a high level resident standardized training base, the competency training of the management staff is an important mission.The connotation of management staff`s competency is divided into three levels: knowledge competence, work competence and problem-solving competency.The training of management staff`s competency needs to be decomposed and analyzed on three levels of competency, and to be implemented according to the specific training process.

Analysis of the management staff and funds allocation in the new rural cooperative medical system in Guangxi / 中华医院管理杂志

Objective To learn the management staff and funds allocation of the NRCMS in Guangxi,and come up with solution accordingly.Methods Collection of the annual report data of NRCMS in Guangxi from 2009 to 2012,and calculation of the management personnel and funds expenditure.Results The management personnel of NRCMS in Guangxi is found with a 1000-person gap between the actual staffing and approved staffing quota; the management funds rise year by year which come mostly from fiscal appropriation.Yet it accounts for less than 2.00％ and with a high rate of surplus; per-capita funds for management personnel rise significantly,along with their per-capital salaries,yet the highest fall below 25000 yuan per year per person.Conclusion Staffing quota should be fixed more rationally to ensure the number and competence of NRCMS management staff; more funds and better use of management funds are required.

Employment of 360-degree evaluation and performance report evaluation / 中华医院管理杂志

Objective To search for a scientific and feasible system for performance appraisal of hospital management staff, and enhance the level of hospital management. Methods The 360-degree evaluation and improved performance report evaluation are called into play to examine such staff. Examiners include the superiors, peers (heads of clinical and technical departments and those of administrative departments), inferiors and others (representatives of the faculty congress and staff congress). Results Outcomes of the two evaluation methods found 8 of the top ten as overlapping, and 8 of the bottom ten as overlapping as well. 80% overlapping between the two prove the results as highly similar, and a relativity analysis found the general results of the two methods as highly consistent. Conclusion United applic of the two methods can effectively examine the management staff and improve their management capabilities.

Study on the participation of women in the health sector: state and solution

Studying the participation of women in the health sector in state management (most of them were leaders, managers and some health staffs involved). Results: the rate of women holding leadership and managerial parts in the health sector as follows: 20% of Directors of Health Service, 19% of Deputy Directors of Health Service, and 20% of Directors of agencies directly under MOH. The rates of women participated in union were more and more. However, the number of women directors of departments was low, moreover the age of these women nearly reached retirement age. Hence, training women directors of departments was needed