KPI在云南K高校教师绩效考核中的应用研究

发布时间：2018-04-24 15:08

本文选题：高校教师 + 绩效考核　；参考：《昆明理工大学》2017年硕士论文

【摘要】：在知识经济时代,人才成为拉动经济增长的主要动力。而人才培养是高校最基本的职能。高校人才培养的关键在于教师,而绩效考核是影响师资队伍整体素质最重要的因素。建立一套科学合理的绩效考核体系,能够充分调动整个师资队伍的积极性,发挥他们的创造力,提高他们的科研热情,从而提高高校的核心竞争力。目前KPI广泛应用于企业人力资源管理,但通过分析它同样适用于高校教职工绩效考核。以KPI为核心的教职工绩效考核体系的构建,有助于绩效考核的公平、公正,同时也有利于具体操作和执行,对促进高校的进一步发展有着十分重要的作用。本文以云南K高校作为研究案例,先详细地论述相关理论,在对该高校现有的绩效考核体系的现状分析的基础上指出其存在的问题及可能原因。然后,参考相关绩效考核文献、资料和听取相关专家意见的基础上,设计出KPI确定调查问卷,由受访者对指标的重要程度进行打分,选取总分排名前15的指标为关键绩效考核指标,再运用主成份分析法(PCA)合理分配权重,使考核体系更加科学。由于在绩效考核体系设计时采用定性与定量相结合的方法,使考核过程便于操作和实施。最后,对考核体系实施的保障条件和应注意的问题作了细致地说明。本文将绩效考核理论与K高校的实际情况结合起来,构建了以KPI为核心的高校教师绩效考核体系,对相关高校深化绩效改革具有一定的借鉴。
[Abstract]:In the era of knowledge economy, talent has become the main driving force of economic growth. And talent training is the most basic function of colleges and universities. The key to talent cultivation in colleges and universities lies in teachers, and performance appraisal is the most important factor affecting the overall quality of teachers. The establishment of a scientific and reasonable performance appraisal system can fully mobilize the enthusiasm of the whole teaching staff, bring their creativity into full play, improve their enthusiasm for scientific research, and thus enhance the core competitiveness of colleges and universities. At present, KPI is widely used in human resource management of enterprises, but it is also applicable to the performance appraisal of faculty. The construction of teaching staff performance appraisal system with KPI as the core is helpful to the fairness and justice of performance appraisal, and also to the concrete operation and execution, which plays a very important role in promoting the further development of colleges and universities. This paper takes Yunnan K University as a case study, discusses the relevant theories in detail, and points out the existing problems and possible reasons on the basis of the analysis of the present situation of the performance appraisal system of the university. Then, on the basis of reference to relevant performance appraisal literature, data and relevant expert opinions, a questionnaire was designed to determine the KPI, and the interviewees rated the importance of the indicators. Selecting the top 15 index of total score as the key performance evaluation index, and then using the principal component analysis method (PCAA) to distribute the weight reasonably, make the evaluation system more scientific. Due to the combination of qualitative and quantitative methods in the design of performance appraisal system, the evaluation process is easy to operate and implement. Finally, the guarantee conditions and problems should be paid attention to in the implementation of the examination system are explained in detail. This paper combines the theory of performance appraisal with the actual situation of K colleges and universities, and constructs the performance appraisal system of university teachers with KPI as the core, which can be used for reference to deepen the performance reform in relevant colleges and universities.
【学位授予单位】：昆明理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G647.2

【参考文献】