曾晓霞　张琦

摘 要：推行医师多点执业对于民营医疗机构和基层医疗机构是利好，但对于输出人才的大型公立医院，却带来了不少影响和挑战。本文从多点执业医师与执业机构的法律关系、医师开展多点执业的原因、对原机构的影响等几方面展开论述，进而提出医师多点执业背景下公立医院人力资源管理的对策和建议。

关键词：多点执业；公立医院；人力资源管理

中图分类号：R197.3 文献标识码：A DOI：10.3969/j.issn.1006-1959.2018.10.007

文章编号：1006-1959（2018）10-0021-03

Problems and Countermeasures of Human Resources Management in Large Public Hospitals under the Background of Physician Multi Practice

ZENG Xiao-xia，ZHANG Qi

（Department of Human Resources，Affiliated Obstetrics and Gynecology Hospital，Fudan University，Shanghai 200011，China）

Abstract：It is good for private medical institutions and primary medical institutions to carry out multi point practice of physician，but it has brought a lot of influence and challenge to the large public hospitals that export talents.This paper discusses the legal relationship between doctors and institutions，physicians started the discussion on the causes of multi point practice and the impact on the original institutions，and put forward the countermeasures and suggestions for the management of human resources in public hospitals under the background of multi practice physician.

Key words：Multi-point practice；Public hospital；Human resources management

医师多点执业是指医师在两个以上医疗机构从事诊疗活动，不包括医师外出会诊。医师多点执业分为三类：执行政府指令的政府指令型、医疗机构为实现一定目的而开展合作的医疗合作型及医师自主选择服务多家医疗机构的主动受聘型。主动受聘型多点执业包括到一级、二级公立医疗机构和到民营医院多点执业，以后者为主。政府推行医师多点执业的意义在于发挥市场对资源的配置作用，促进医务人员的合理流动，进而实现合理配置卫生人力资源、促进多元化办医、体现医务人员劳务价值、促进公立医院改革等目标[1]。本文所述医师多点执业是指主动受聘型医师多点执业，从医师开展多点执业的原因、多点执业医师与执业机构的法律关系、对原执业机构工作的影响、对原执业机构医师队伍建设的影响、对原执业机构绩效及薪酬管理带来的挑战等几方面展开论述，进而提出医师多点执业背景下公立医院人力资源管理的对策和建议。……