i. raport de activitate pe anul 2012 - Casa de Asigurari de Sanatate ...
i. raport de activitate pe anul 2012 - Casa de Asigurari de Sanatate ...
i. raport de activitate pe anul 2012 - Casa de Asigurari de Sanatate ...
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3. Managementul sistemului asigurarilor <strong>de</strong> sanatate la nivel local<br />
si eficientizarea activitatii casei <strong>de</strong> asigurari <strong>de</strong> sanatate<br />
Analiza mediului intern prin metoda SWOT in ve<strong>de</strong>rea cunoasterii punctelor tari si a<br />
punctelor slabe precum si analiza mediului extern <strong>pe</strong>ntru cunoasterea oportunitatilor si<br />
amenintarilor.<br />
Domeniu <strong>de</strong><br />
<strong>activitate</strong><br />
Puncte tari / <strong>pe</strong> domenii <strong>de</strong><br />
<strong>activitate</strong><br />
-Management<br />
-Flexibil, receptiv la schimbare<br />
-Cunoscator al proceselor<br />
interne ale organizatiei<br />
-Com<strong>pe</strong>tente distinctive in plan<br />
managerial:<br />
-viteza buna <strong>de</strong> reactie<br />
<strong>de</strong>cizionala<br />
-program bine organizat <strong>de</strong><br />
planificare strategica.<br />
-abilitati <strong>de</strong> negociator cu<br />
furnizorii<br />
-mentinerea unor relatii<br />
stabile si puternice cu<br />
furnizorii<br />
-calitatea culturii<br />
organizationale<br />
-Apropierea <strong>de</strong> standar<strong>de</strong>le <strong>de</strong><br />
control intern/managerial<br />
-Existenta unei metodologii <strong>de</strong><br />
evaluare obiectiva a<br />
<strong>pe</strong>rformantei manageriale.<br />
-Resurse umane -<strong>pe</strong>rsonal s<strong>pe</strong>cializat si bine<br />
pregatit profesional,<br />
-organizarea si <strong>de</strong>sfasurarea<br />
activitatii conform fiselor <strong>de</strong><br />
post in concordanta cu<br />
atributiile stabilite <strong>pe</strong> structuri<br />
in ROF<br />
-incadrarea in bugetul aprobat<br />
-existenta procedurilor<br />
o<strong>pe</strong>rationale<br />
-preocuparea <strong>pe</strong>rmanenta<br />
<strong>pe</strong>ntru asigurarea eficientizarii<br />
activitatii <strong>pe</strong>rsonalului prin<br />
ocuparea posturilor cu <strong>pe</strong>rsonal<br />
corespunzator, in functie <strong>de</strong><br />
calitatile profesionale proprii<br />
-<strong>pe</strong>rsonal diferentiat ca<br />
pregatire profesionala, ceea ce<br />
ofera posibilitatea rezolvarii<br />
unor proleme complexe<br />
-Activitatea <strong>de</strong> control -pl<strong>anul</strong> <strong>de</strong> control a fost<br />
in<strong>de</strong>plinit in proportie <strong>de</strong> 100%<br />
adaugandu-se 53 controale<br />
38<br />
Puncte slabe / <strong>pe</strong> domenii <strong>de</strong><br />
<strong>activitate</strong><br />
-Structura nea<strong>de</strong>cvata din cauze<br />
legislative<br />
-Lipsa <strong>de</strong> predictibilitate a resurselor<br />
financiare alocate<br />
-Dificultati in implementarea<br />
standar<strong>de</strong>lor <strong>de</strong> control<br />
intern/managerial<br />
-Schimbari frecvente legislative<br />
-Imposibilitatea in<strong>de</strong>plinirii tuturor<br />
criteriilor <strong>de</strong> evaluare manageriala la<br />
nivel optim din cauze in<strong>de</strong><strong>pe</strong>n<strong>de</strong>nte <strong>de</strong><br />
manager<br />
-reducerea numarului <strong>de</strong> <strong>pe</strong>rsonal a<br />
facut necesara redistribuirea<br />
atributiilor <strong>pe</strong>rsonalului ramas,<br />
crescand astfel volumul activitatii <strong>pe</strong><br />
salariat<br />
-lipsa fondurilor necesare<br />
<strong>pe</strong>rfectionarii <strong>pe</strong>rsonalului<br />
-motivatia muncii scazuta din cauza<br />
slabei capacitati <strong>de</strong> diferentiere in<br />
functie <strong>de</strong> eficienta<br />
-SIUI nu <strong>pe</strong>rmite generarea unor<br />
rapoarte care sa ajute in actiunea <strong>de</strong><br />
control;