X高校教师绩效考核体系优化研究

发布时间：2018-05-04 14:57

本文选题：高校教师 + 绩效考核　；参考：《沈阳大学》2017年硕士论文

【摘要】：百年大计,教育为本。高等教育是一个国家科技竞争力的源泉,人才培养是科技强国的最终落脚点,而培养人才的关键必须有一支高水平的教师队伍。深入推进高校教师绩效考核体系建设,是高校人事制度改革的重要组成部分,是进一步提高广大教师工作积极性,提高高校教师教学水平,提升教育教学质量,推动高等教育事业不断发展的关键因素。高等学校应从自身发展阶段和办学特色出发,遵循高等教育规律,探索建立科学合理的教师绩效考核体系。充分发挥绩效考核对教师职业规划和自身专业发展的导向引领作用,合理运用绩效考核结果的激励和约束作用,激发高校教师教书育人、科学研究、创新创业活力,形成推动教师和学校共同发展的长效机制。本文对研究背景、研究意义、研究现状、研究方法等进行介绍,对绩效考核进行综述,阐述绩效及绩效考核的相关理论,对X高校现有考核体系进行分析,找出存在教师绩效考核目标与学校转型发展目标不相符;重显性指标、轻师德等隐性指标;只重结果,忽视过程考核;绩效考核结果应用不足等问题。针对X高校绩效考核体系中存在的问题,应用质性分析法、行为锚定法等方法,对X高校绩效考核指标体系进行了优化,重新确定了各级指标的权重,同时引入教师师德评价,进一步提高教师绩效考核结果的应用价值。本研究是一次尝试,目的在于为转型时期高校探索人才资源优化方式提供一个有实践意义的思路。
[Abstract]:Education is the foundation of a hundred-year plan. Higher education is the source of a country's scientific and technological competitiveness, and talent training is the ultimate foothold of a powerful country in science and technology, and the key to cultivating talents must be a high level of teachers. It is an important part of the reform of personnel system in colleges and universities to promote the construction of the performance appraisal system of university teachers, to further improve the enthusiasm of teachers, to improve the teaching level of teachers in colleges and universities, and to improve the quality of education and teaching. The key factors to promote the continuous development of higher education. Colleges and universities should proceed from their own development stage and school characteristics, follow the law of higher education, and explore the establishment of a scientific and reasonable teacher performance appraisal system. To give full play to the guiding and leading role of performance appraisal in teachers' professional planning and their own professional development, to make rational use of the incentive and restraint function of the results of performance appraisal, to stimulate college teachers to teach and educate people, to study scientifically, to innovate and to start a business. To form a long-term mechanism to promote the common development of teachers and schools. This paper introduces the research background, research significance, research status, research methods and so on, summarizes the performance appraisal, expounds the relevant theory of performance and performance appraisal, and analyzes the existing appraisal system of X university. Find out that the teachers' performance appraisal goal and the school transformation development goal does not accord with; emphasizes the dominant index, neglects the teacher morals and so on recessive index; only pays attention to the result, neglects the process appraisal, and so on performance appraisal result application insufficiency and so on. Aiming at the problems existing in the performance appraisal system of X colleges and universities, applying qualitative analysis method and behavior anchoring method, this paper optimizes the performance appraisal index system of X colleges and universities, redetermines the weight of the indexes at all levels, and introduces the teachers' moral evaluation at the same time. Further improve the application value of teachers' performance appraisal results. The purpose of this study is to provide a practical idea for colleges and universities to explore the optimization of human resources during the transition period.
【学位授予单位】：沈阳大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G645.1

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