Stanislav Kotenko, ORCID: https://orcid.org/0000-0001-8684-0163
Sumy State University, Ukraine
Iana Kobushko, ORCID: https://orcid.org/0000-0002-2057-2300
Ph.D., Sumy State University, Ukraine
Iryna Heiets, ORCID: https://orcid.org/0000-0003-1267-3790
Ph.D., Associate Professor, RMIT University, Australia
Oleksandr Rusanov, ORCID: https://orcid.org/0000-0003-2288-2748
Sumy State University, Ukraine
The Constitution of Ukraine stipulates that an individual, his/her life, and health are the highest state social values. The authors highlighted that the health care system is the basis of social policy, national security, public health, and economic development. The current reformation of medical and legal reforms in Ukraine are fully covered by health legislation. In the context of these laws, the government promotes the development of private, communal, and state healthcare facilities. The authors noted that private medicine is snowballing in Ukraine, but the competitiveness of private health care facilities is insufficient in state medical reform. The study emphasized the absence of appropriate tools and mechanisms to motivate staff in private healthcare facilities. Based on the findings, the authors proposed introducing a set of evaluation indicators combined into a single integrated system – key performance indicators (KPIs), which would be the basis for calculating the bonus payroll. In turn, this system of material incentives should encourage medical staff to work effectively, be active, and initiative. The mechanism for developing a set of KPIs should be approved at the administration of the private health care facility. At the same time, medical workers of all levels must participate in KPIs elaborating. The indicators of medical care quality could be further used to improve healthcare, differentiated work assessment of medical staff, and healthcare facility in general, in accreditation and certification of private health care facilities. In the study, the authors formed and analyzed groups of indicators for different categories of the medical staff of private medical institutions. The obtained results showed that different bonus rates are needed to motivate employees at various levels to create an additional incentive to build a medical career. Thus, it could be argued that private healthcare facilities should develop motivation policy and strategy, revise system and forms of remuneration, improve the mechanism of motivation and incentives, focus on increasing competitiveness indicators in private medicine.
Keywords: key performance indicators (KPIs), competitiveness, medical staff, work motivation, private medicine.
JEL Classification: I15, M11, M12, M54.
Cite as: Kotenko, S., Kobushko, Ia., Heiets, I., & Rusanov, O. (2021). КРІ model impact on employee motivation and competitiveness of private healthcare facilities. Health Economics and Management Review, 2(2), 31-42. https://doi.org/10.21272/hem.2021.2-04
This work is licensed under a Creative Commons Attribution 4.0 International License
- Bilyk, O. M., & Poloshko, A. V. (2018). Formation of an effective corporate motivation system at the enterprise, Market infrastructure, 17, 111-118. Retrieved from [Link]
- Bogdan, D., Boyko, A., Vasilkova, A.,… & Sereda, Yu. (2019). Human resources of the health care system in Ukraine. Situational analysis. USAID Health Care Reform Support Project. Kyiv. Retrieved from [Link]
- Borsch, V. I. (2019). The modern paradigm of the personnel management system of a health care institution. Problems of system approach in economy, 1 (1), 73-79. [CrossRef]
- Fetisova, N. I. (2010). Application of progressive methods of remuneration in the system of motivation of medical staff. Bulletin of Kamyanets-Podilsky National University named after Ivan Ogienko. Economic sciences, (3), 466-469. Retrieved from [Link]
- Halbesleben, J. R., Wakefield, B. J., Wakefield, D. S., & Cooper, L. B. (2008). Nurse burnout and patient safety outcomes: nurse safety perception versus reporting behavior. Western journal of nursing research, 30(5), 560-577. [Google Scholar] [CrossRef]
- Klochkov, A. K. (2010). KPI and staff motivation. A complete collection of practical tools. Retrieved from [Link]
- Kobushko, Ia., Kobushko, I., Starinskyi, M., & Zavalna, Z. (2020). Managing team effectiveness based on key performance indicators of its members. International Journal for Quality Research, 14(4), 1245-1260. [Google Scholar] [CrossRef]
- Kotenko, S. I., & Shvindina, Н. O. (2018). Problems of assessing the competitiveness of enterprises as an indicator of strategic development. Problems of Economics, 3(37), 104-112. Retrieved from [Link]
- Kulagin, O. (2011). KPI bonuses. Human Resources Handbook, (5), 65-70. Retrieved from [Link]
- Kulyk, I. (2008). Motivation to work in Ukraine and abroad. Bulletin of the Kyiv Institute of Business and Technology, (1), 62-66.
- McDonald, R., Harrison, S., Checkland, K., Campbell, S. M., & Roland, M. (2007). Impact of financial incentives on clinical autonomy and internal motivation in primary care: ethnographic study. Bmj, 334(7608), 1357. [Google Scholar] [CrossRef]
- Pomey, M. P., Lemieux-Charles, L., Champagne, F., Angus, D., Shabah, A., & Contandriopoulos, A. P. (2010). Does accreditation stimulate change? A study of the impact of the accreditation process on Canadian healthcare organizations. Implementation science, 5(1), 1-14. [Google Scholar] [CrossRef]
- Rovenskaya, V., & Sarzhevska, Е. (2019). Personnel management of healthcare mortgages in the new economic conditions and development prospects in Ukraine. Economic Bulletin of Donbass, 3(57), 162-168. [CrossRef]
- Rusanov, O. V. (2020). Introduction of the KPIs model (key performance indicators) in the system of staff motivation in a private clinic. (Master’s thesis, Sumy State University). Retrieved from [Link]
- Stolyar, J. (2020). Healthcare staff motivation system. All-Ukrainian scientific-practical conference with international participation «Actual problems of management and public administration in the conditions of innovative economic development», 326-328. Retrieved from [Link]