Département de management, Faculté des sciences de l'administration, Université Laval, Québec, Québec, Canada.
Centre de recherche en gestion des services de santé, Université Laval, Québec, Québec, Canada.
Int J Health Plann Manage. 2022 Jul;37(4):1941-1952. doi: 10.1002/hpm.3452. Epub 2022 Mar 14.
Performance measurement systems have become essential managerial tools for healthcare organisations in the last few decades. They allow hospital managers to pilot their institution and assess the development of the organisation in helping managers in decision-making and viewing the different impacts of these decisions. However, there is a need to investigate further the dimensions of performance those performance measurement systems address.
A literature review was primarily conduced about performance measures in healthcare organisations. A comparative study was secondly made to identify the different performance dimensions that are present in the literature during the last decade. Forty-nine studies were considered and sixteen proposal frameworks were used to make the comparative analyses.
We classified dimensions depending on the frequency of mobilisation of their components in four categories: the stars, the first runners-up, the opportunists and the forgotten ones. For each of the dimensions presented in this classification, the main types of KPIs proposed in the theoretical frameworks are presented. A discussion on relevance and possible blind spots is then conducted.
Although they were a lot of proposal frameworks of KPI proposed in the last decades to assess healthcare organisations, some dimensions remain underrepresented. There is still a need to develop structure KPI and describe their links. To go further, the development of dashboards asks the question of the definition of KPI, the description of their interconnections and their temporality of driving, because static performance reporting systems are not able to completely satisfy healthcare manager's decision support needs.
在过去几十年中，绩效评估系统已成为医疗保健组织不可或缺的管理工具。它们使医院管理者能够对其机构进行试点，并评估组织的发展情况，帮助管理者做出决策并观察这些决策的不同影响。然而，有必要进一步研究绩效评估系统所涉及的绩效维度。
首先对医疗保健组织中的绩效评估指标进行了文献回顾。其次，进行了一项比较研究，以确定过去十年文献中存在的不同绩效维度。共考虑了 49 项研究，并使用了 16 个提案框架进行了比较分析。
我们根据其组件的动员频率将维度分为四类：明星、亚军、机会主义者和被遗忘者。对于分类中呈现的每一个维度，都介绍了理论框架中提出的主要类型的关键绩效指标。然后，对相关性和可能的盲点进行了讨论。
尽管在过去几十年中提出了许多用于评估医疗保健组织的 KPI 提案框架，但仍有一些维度代表性不足。仍然需要开发结构 KPI 并描述它们之间的联系。更进一步地，仪表盘的开发提出了关于 KPI 定义、它们之间的连接描述及其驱动的时间性的问题，因为静态绩效报告系统无法完全满足医疗保健经理的决策支持需求。
