以某區域教學醫院之經驗探討主管職能之建立

Exploration of Management Performance Appraisal

醫療政策的持續改變影響醫院的經營環境，醫院如何將資源做最有效的利用，將是能永續經營的決戰點。醫療業屬高度專業的行業，能適才適用發揮最大的效能，是現今最重要課題之一，而主管之角色尤為重要，因其在帶動整個團隊士氣、提升工作績效及競爭力上有非常大的影響力。本文在整合相關文獻下，幫助筆者醫院建置三個群組的主管管理職能指標，明確陳述各階主管於日常工作行為及互動中，應展現列於該群組中的各項主要行為而作之經驗分享。而目前除個案醫院外，尚無其他醫療同業引進主管職能之應用，並期望藉由本篇之文章明，主管職能量表可運用於衡量醫院各級主管之水平與差異，也建議未來醫院主管可應用此量表在徵選系統、績效管理系統、晉升論調計畫、管理能力發展訓練等相關制度，幫助各級主管改善其工作績效。

Continual policy changes in healthcare impact the business administration in hospital settings. Effective utilization of human resources will be the turning point for ultimate success in healthcare organizations. Healthcare industries are highly professionalized；therefore, right persons in right positions for maximum efficiency is one of the most important issues hospital administrators are facing , and especially the managers at different levels. Managers play key roles in building up team morale and promoting team efficiency and competition. Based on the literature review regarding management performance appraisal systems, the author arranged three categories of functional behavior indicators for upper- level,mddle-level, and front-line managers respectively. Except the hospital where the author works, none of the hospitals has adopted these indicators. This paper describes a performance appraisal tool for management positions at different levels. This tool may be used in the recruitment system, performance appraisal system, the promotion and job transfer plan, and training in management, etc. Furthermore, it may improve the efficiency of managers at different levels.