激勵性薪資制度之建置與探討－－以某區域教學醫院為例

Establishment and Discussion of an Incentive-Based Salary System--With Example of a Regional Teaching Hospital

為了因應健保總額預算制度所帶來之衝擊，醫院必須強化經營效率，使 其現有各項資源都能發揮最大效能。而人力資源管理在醫院經營策略性層面 中，可說是最重要的一部份。近年來，有越來越多醫院組織引進激勵性薪資 制度，希望藉以能夠強化員工之績效管理。但其所運用之範園，大多只侷限 在醫師人員與業績單位部分。因為非醫師員工對醫院整體營運之成效也有相 當影響，所以其實有必要將此制度推行全院。有鑑於此，個案醫院（為北部 地區一區域醫院）於院內成立研究計畫小組，為設立此制度作準備。本文以 個案報告方式，呈現本計畫小組之研究成果。首先將探討激勵性薪資制度之 理論基礎，然後收集並分析臺灣其他醫院施行之經驗。最後，根據個案醫院 現行制度的狀況與優缺點，設計發展出一套適合全院人員之激勵性薪資制 度。文末，將總結個案醫院在設計此制度日守所採取之做法，並以激勵理論與 實務之角度，來檢視此一新制度所潛藏之問題與限制。

The hospital must consolidate its management efficiency and make full use of all existing resources to cope with the shock of total budget system for the National Health Insurance. Human resource management is the most important part in the strategic level of hospital management. In recent years, more and more hospitals have implemented incentive-based salary system to strengthen the performance management of employees. However, the said system is only applicable for doctors and units with outstanding achievement; therefore it is necessary to actualize it throughout the hospital because non-doctor employees are also playing influential roles in the hospital operation. In this case, the sample hospital (a regional hospital in Northern Taiwan) has set a research & planning team to prepare for the establishment of this system. This paper presents the research results by means of case study. It firstly explores the theoretic foundation of the incentive-based salary system, then collects and analyzes the experience of other hospitals in Taiwan, and finally designs a suit of incentive-based salary system adapting to all employees based on the status quo and performance of the existing system. The conclusion summarizes the measures taken by the case hospital in designing this system, and inspects its potential problems and limitations from the viewpoints of the theory of incentives and related practice