Traditional hospital management model

According to the difficulty of the work, the severity of the responsibility, the magnitude of the risk and the required skill requirements, the job responsibilities of each medical work are formulated and managed by job classification.

Medical care determines positions and numbers of positions based on the actual work needs of the hospital, streamlines management organizations, and reduces management levels. Middle-level hospital cadres and hospital administrative staff are recruited through competition; clinical departments implement a three-level physician system and a three-level post system for medical technology departments;

The support system gradually implements socialized services and the logistics personnel are gradually separated.

In this way, all medical staff will have the opportunity to compete for jobs, which will help form a talent flow mechanism that adapts to market economic conditions.

Implement competitive recruitment, strict assessment, and strengthen management to ensure the normal operation of job management.

Pay attention to the evaluation of introduced talents, conduct quantitative assessment, and comprehensively determine suitable candidates from aspects such as personal qualities, professional skills, and scientific research.

In particular, the introduction of high-level subject leaders and academic backbones should be carefully and carefully evaluated.

Gradually establish a high-quality, innovative and rationally configured discipline development team to form a hospital with a brand, a department with characteristics, and people with expertise, and promote the characteristic development of the hospital.