Volume 17, Issue 6 (November - December 2018)
Payesh 2018, 17(6): 647-656 |
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Abolhasani F, Sayarifard A, Ghadirian L, Nazari M, Farshadi M. Design and implementation of the reward system model for staff in a selected hospital affiliated to Tehran University of Medical Sciences . Payesh 2018; 17 (6) :647-656
URL: http://payeshjournal.ir/article-1-901-en.html
URL: http://payeshjournal.ir/article-1-901-en.html
1- National Institute of Health Research, Internal Diseases Department, School of Medicine, Tehran University of Medical Sciences, Tehran, Iran
2- Community Based Participatory Research Center, Iranian Institute for Reduction of High-Risk Behaviors, Tehran University of Medical Sciences, Tehran, Iran
3- Knowledge Utilization Research Center, Tehran University of Medical Sciences, Tehran, Iran
4- Center for Academic and Health Policy (CAHP), Tehran University of Medical Sciences, Tehran, Iran
2- Community Based Participatory Research Center, Iranian Institute for Reduction of High-Risk Behaviors, Tehran University of Medical Sciences, Tehran, Iran
3- Knowledge Utilization Research Center, Tehran University of Medical Sciences, Tehran, Iran
4- Center for Academic and Health Policy (CAHP), Tehran University of Medical Sciences, Tehran, Iran
Abstract: (3565 Views)
Objective (s): Decision making about characteristics of reward system is one of the main challenges in organizations. The current study was carried out in order to design and provide a reward system for staff working in hospital affiliated to Tehran University of Medical Sciences (TUMS) hospitals.
Methods This study was performed in two steps from May 2014 to January 2016 in Tehran. First, the research team identified the main axes of reward system using semi-structured interviews with experts and stakeholders. Then the list of final criteria for rewarding was prepared in addition to weight for each criterion using ‘pairwise comparison analysis’. Secondly, in order to identify the executive requirements, the model was implemented in one hospital as a pilot.
Results: The main aspects of reward system were scoring method; type of reward; awareness program; evaluation; executive requirements (including structure and process). After pilot study criteria and scoring method were improved.
Conclusion: Although the findings were promising, it seems for model success defining executive requirements (including process and structure) proportionate to available capacities and advocacy from head and senior managers is essential.
Methods This study was performed in two steps from May 2014 to January 2016 in Tehran. First, the research team identified the main axes of reward system using semi-structured interviews with experts and stakeholders. Then the list of final criteria for rewarding was prepared in addition to weight for each criterion using ‘pairwise comparison analysis’. Secondly, in order to identify the executive requirements, the model was implemented in one hospital as a pilot.
Results: The main aspects of reward system were scoring method; type of reward; awareness program; evaluation; executive requirements (including structure and process). After pilot study criteria and scoring method were improved.
Conclusion: Although the findings were promising, it seems for model success defining executive requirements (including process and structure) proportionate to available capacities and advocacy from head and senior managers is essential.
type of study: Descriptive |
Received: 2018/12/4 | Accepted: 2018/12/3 | ePublished ahead of print: 2018/12/4 | Published: 2018/12/4
Received: 2018/12/4 | Accepted: 2018/12/3 | ePublished ahead of print: 2018/12/4 | Published: 2018/12/4
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