Practice of job value evaluation in hospital administrative functional departments
10.3760/cma.j.cn111325-20230523-00418
- VernacularTitle:医院行政职能部门岗位价值评价实践
- Author:
Yanbo LI
1
;
Jing ZHANG
;
Sheng YUAN
Author Information
1. 四川大学华西第二医院人力资源部，成都 610041
- Keywords:
Personnel administration, hospital;
Human resources business partner;
Job value evaluation;
Administrative functional departments;
Hay′s evaluation method
- From:
Chinese Journal of Hospital Administration
2023;39(12):917-921
- CountryChina
- Language:Chinese
-
Abstract:
Scientific job value evaluation helps to improve the refined human resource management of hospitals. This study focused on the information management department from among administrative functional departments at a tertiary hospital. Starting from October 2022, the Hay′s evaluation method was applied to evaluate the job value of seven positions. Results of the job value evaluation were used in the design of job promotion pathways. The human resource business partner was responsible for diagnosing problems based on the hospital′s job value evaluation objectives, organizing the Hay′s evaluation, compiling evaluation results, and designing job promotion pathways. Job value evaluation results showed that the scores of the junior, intermediate, and senior levels in the software development position were the highest among all positions, with 118.02 points, 365.76 points, and 1 506.60 points, respectively. According to the hierarchical division result, the call center position was divided into 5 levels from P1 to P5, the system operation and maintenance position, hardware maintenance position, and network security position were divided into 6 levels from P1 to P6 respectively, while the data analysis position and software development position were divided into 8 levels from P1 to P8. The project management position had the highest technical requirements and must be undertaken by personnel of level P4 and above. It was divided into 5 levels from P4 to P8. The hierarchical coefficient of P1 level for each position was 1.0, while the hierarchical coefficient of P8 level for project management and software development positions was the highest, both at 24.4, while the hierarchical coefficient of P5 level for call center positions was only 5.0. Based on the results of job value evaluation, job requirements and assessment requirements for each position level could be designed, so that each employee could clearly understand their career development path. This study can provide reference for promoting the refined management of hospital human resources.
