HR and payroll system of county-level public hospitals in Guangxi:status and reform path / 中华医院管理杂志

Objective To understand the status of the HR and payroll system at county public hospitals in Guangxi,and to put forward basic path and targeted policy suggestions of the reform.Methods In June 2016,a field survey was made on the HR and payroll status of county-level public hospitals in 14 prefecture level cities in Guangxi,along with descriptive and inferential analysis.Results During 2013 to 2015 period,the total income of the sample hospitals had increased to some extent, mainly due to rise of hospitals'business revenue.The multiple of medical workers''wages, given some rise, remained stable compared to average wages of urban employees,as their monthly after-tax income ranged but 3 001-5 000 yuan in most cases.A large salary gap was found between those within the staffing plan and those beyond, and the latter has higher turnover rate.The performance appraisal system is poorly accepted by medical workers,as only 1.34%of them hold their current pay as ideal.Conclusions The reforms should prioritize the payroll system, better the performance appraisal system, upgrade the staffing plan management and innovate HR recruitment mode.These measures should constitute the reform of the HR and payroll system at county public hospitals.

Analysis of the supportive personnel system reform for reinforcing the essential medicine system in Guangxi / 中华医院管理杂志

Objective To study the supportive personnel system reform for implementing the essential medicine system in Guangxi,as well as its impacts on the township hospitals and problems so incurred.Methods Deans (and/or vice deans)and financial staff of 24 townships hospitals were interviewed,while 80％ of medical staff of health centers in 8 counties were subject to a questionnaire survey,to evaluate impacts of the essential medicine system on township hospitals.Results As shown in the outcomes,44.02％of those surveyed were less enthusiastic after the new system was put in place,township health center doctors found their average salary decreased(P=0.027),and the rewarding salary failed to distinguish differences among posts,which all worsened the brain drain of these doctors.Conclusion The new personnel system is found with setbacks of poor incentive mechanism and poor operability.Thus further improvement should be made in scientific measurement of the gaps found in the performance-based pay,and the implementation of thetwo-way flow of medical personnel policy.