• 中国科学论文统计源期刊
  • 中国科技核心期刊
  • 美国化学文摘(CA)来源期刊
  • 日本科学技术振兴机构数据库(JST)
临床输血与检验

临床输血与检验 ›› 2020, Vol. 22 ›› Issue (3): 285-290.DOI: 10.3969/j.issn.1671-2587.2020.03.015

• 采供血管理 • 上一篇    下一篇

我国采供血机构绩效管理现状分析与对策研究

王争扬, 苏健, 陈江天, 周华平, 胡伟   

  1. 310052 杭州,浙江省血液中心
  • 收稿日期:2019-11-12 出版日期:2020-06-20 发布日期:2020-06-13
  • 通讯作者: 胡伟,高级工程师,主要从事输血医学方面的研究,（E-mail）huwei0507@163.com。
  • 作者简介:王争扬（1983-）,男,杭州人,经济师,硕士,主要从事输血医学方面的研究,（E-mail）wzy@zjb.org.cn。

Analysis and Countermeasure Research on Performance Management of Blood Services in China

WANG Zheng-yang, SU Jian, CHEN Jiang-tian, et al   

  1. Blood Center of Zhejiang Province, Hangzhou 310052
  • Received:2019-11-12 Online:2020-06-20 Published:2020-06-13

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摘要： 目的 加强与完善采供血机构实行全面、有效的绩效管理体系,推动无偿献血事业持续、健康发展。方法 通过对全国采供血机构抽样调查,实地访谈与专家咨询等方式,对业务量变化趋势、人力成本的变动与业务量的增长、人均效率、人员配置情况、绩效工资实施情况等指标进行统计分析。结果 在编人员仅占总人数的56.81%,专业技术人员占在岗总人数的74.06%,实施绩效工资的单位占调研总数的82.35%。自2010年起业务量进入平台期,人均效率有所下降;存在缺乏统一、完善、普遍适用的组织绩效评估指标体系,制订绩效指标缺乏科学性,绩效考核方法粗略等问题。结论 由于制度本身的不完善以及机构管理中的诸多问题,导致目前绩效管理在我国血站管理中的优势并没有完全体现。应注重顶层设计,加强绩效管理组织体系建设,建立健全绩效工资总额增长机制,逐步提高奖励性绩效工资所占比例,加快对绩效管理人员的培训,制订科学合理的绩效考核指标等。

关键词: 采供血机构, 血站, 绩效管理

Abstract: Objective To strengthen and improve the comprehensive and effective performance management system and sustainthe healthy development of blood donation in organizations for the collection, manufacture and distribution of blood and blood products. Methods By means of issuing questionnaires, on-the-spot interviewsand expert consultation, we made a statistical analysis on the changing trend of blood collection volume, the relationshipbetween labor cost and the growth of blood collection, bloodcollectionefficiency per capita, staffing, implementation of performance pay and so on. Results Regular staff accounted for only 56.81% of the total. Professional and technical personnel accounted for 74.06% of the total number of post. 82.35% organizations adoptedperformance pay system. Since 2010, the blood collection volume has entered a platform and blood collection per capita efficiency has declined. There is a lack of unified, perfect and universally applicable performance evaluation system, the formulation of performance indicators is not scientific, performance evaluation methods are rough and so on. Conclusion Due to the imperfection of the system itself and many problems in the organization management, the advantages of performance management in the management of blood banks in China are not fully reflected. We should pay attention to top-level design, improve performance management and performance pay system, gradually increase the proportion of rewarding performance pay, trainperformance managers, and formulate scientific and reasonable performance evaluation indicators.

Key words: Blood services, Blood bank, Performance management

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