摘 要 随着我国医疗卫生体制改革的深入，人们日益重视医院的绩效考核及其改革。传统的医院绩效考核专注于为考评而考评，绩效管理体系不健全，这不仅不利于充分激发医院员工的工作积极性，而且也制约了各类人才潜能的激发，阻碍了医院的发展。而现代先进的医院绩效考核专注于以人为本与人的潜力的发挥，这不仅有利于医院医疗技术水平和服务质量的提高，而且有利于实现医院的长远发展。因此，科学地绩效考核体系给医院提供了便于深化内部改革的切入点和提高医院管理水平的有效机会。 本文以R医院为调查对象，在坚持理论与实践相结合的基础上，综合运用现代绩效管理理念和绩效考核工具，对R医院的绩效管理现状进行研究，分析了其存在的问题和原因。在此基础上，探讨了建立完善的绩效评价体系的具体途径，运用关键绩效指标法和平衡记分卡法对R医院的绩效管理进行优化设计，从系统框架入手，围绕战略目标的分解对绩效体系进行了设计，重新构建了医院绩效考核体系，改善了R医院原先管理上的不足，并对方案的实施提出了建立完备的考核体系、注重考核体系相关指标的选择与关联性等意见。 通过对R医院绩效考核体系的重构研究，文章认为，对R医院而言，首先应结合医院实际，综合多种现代绩效工具的运用，做到扬长避段、优势互补，准确全面地反映员工的绩效；其次，针对R医院高学历、高技术人才多的特点，绩效考核要能够调动员工的工作积极性，充分发挥绩效考核对员工的激励作用。

ABSTRACT With the deepening of the reform of medical and health system in China, people pay more and more attention to the performance appraisal and its reform of hospitals. Traditional hospital performance appraisal focuses on Evaluation for evaluation, and the performance management system is not perfect, which is not conducive to fully stimulate the enthusiasm of hospital staff, but also restricts the stimulation of various talents potential, hindering the development of hospitals. Modern advanced hospital performance appraisal focuses on people-oriented and human potential, which is not only conducive to the improvement of hospital medical technology and service quality, but also conducive to the long-term development of the hospital. Therefore, the scientific performance appraisal system provides the hospital with an effective opportunity to deepen the internal reform and improve the level of hospital management. Based on the combination of theory and practice, this paper studies the current situation of performance management in R hospital by using modern performance management concepts and performance appraisal tools, and analyses the existing problems and causes. On this basis, the specific ways to establish a perfect performance evaluation system are discussed. The key performance indicators and balanced scorecard are used to optimize the performance management of R hospital. Starting from the system framework, the performance system is designed around the decomposition of strategic objectives, and the hospital performance evaluation system is reconstructed. The deficiencies in the original management of R hospital were improved. Suggestions were put forward for the implementation of the plan, such as establishing a complete assessment system, focusing on the selection and correlation of the relevant indicators of the assessment system. Through the research on the reconstruction of the performance appraisal system of R hospital, the article holds that for R hospital, firstly, we should combine the actual situation of the hospital with the application of various modern performance tools, so as to enhance the advantages and avoid the disadvantages, complement each other, accurately and comprehensively reflect the performance of staff; secondly, we should aim at the characteristics of R hospital with high educational background and high-tech talents. Performance appraisal should be able to mobilize the enthusiasm of employees and give full play to the incentive role of performance appraisal.