摘要：市场竞争日益激烈，医疗卫生行业竞争愈加激烈，人才的重要性不言而喻，选好人才、用好人才是保证医院可持续发展的基础，也是医院是否能取得竞争优势的关键，而吸引、激励、发展与留住人才的强有力工具就是有效的薪酬管理。     

　　　随着医改的深入，传统的医院薪酬制度收到了冲击，已经不再适应现代医院市场竞争的需要，各个医院也逐渐开始重视薪酬管理的重要性。薪酬管理作为医院人力资源管理的重要组成部分，必须符合医院的现状，必须服务于医院的发展战略，才能更大程度的发挥其激励的作用，才能更好地发展人才留住人才。但是目前不少医院的薪酬管理仍存在一些问题，一定程度上影响了医务人员的工作积极性，以至于工作质量下降，甚至还会带来严重的人才流失。

　　　本文以Y医院为例，寻找目前公立医院存在的一些问题，并分析其原因，力求从薪酬战略、薪酬结构、绩效管理、非经济性报酬等提出优化Y医院薪酬管理的建议提高医务人员的积极性，从而提高医院的科学化管理来完善医院的医疗水平和医疗服务质量。

关键词：公立医院；医务人员；薪酬管理

ABSTRACT：The market competition is increasingly fierce, the health profession competition is even more fierce, the importance of talent is self-evident, Elects the talent, Good use of talent is the foundation of guaranteeing the hospital sustainable development, is also the key of the hospital whether can have the competitive advantage, But, To attract, to motivate, to develop and retain talent, is a powerful tool for effective payment reform. 

　　　With the deepening of the reform of the health system, The traditional hospitalpayment system has the impact, Already no longer met the modern hospital market competition need, Hospitals have gradually begun to pay attention to importance of payment. Salary management as an important part of hospital human resource management, Must conform to the present situation of  hospital, must serve the developmental strategy of hospital, Can the greater degree display its drive function, be able to develop the talent and to detain them well. However many hospital's salary management still had some problems that affected the medical staff enthusiasm.To a certain extent.So that the decline in the quality of work, or even bring a serious brain drain.

　　　This article take the Y hospital as an example, to seek some problems that the public hospital has, and to analyze its reason.From the salary strategy, salary structure, performance management and non-economic salary, To Propose to optimize the recommendations of the y-hospital salary management, the recommendations enhance staff's enthusiasm, So they improve the scientific management of hospital and to improve medical level and quality of medical services in hospital.

Keywords: Public hospital; Medical personnel; Salary management