A民办高校专职教师绩效考核体系研究

发布时间：2018-05-28 21:30

本文选题：民办高校 + 教师绩效　；参考：《兰州交通大学》2016年硕士论文

【摘要】：伴随着30余年的改革开放,我国的民办高等教育得到了迅猛的发展和长足的进步,越来越成为我国高等教育体系的重要组成部分。尤其是国家批准5所民办院校具备招收硕士研究生教育资格,更是将我国的民办高等教育事业向前推进了一大步。但是,长期以来一直困扰着民办高校发展的一些问题,诸如师资队伍不稳定、管理理念、管理水平和管理效率低下等问题依然没有得到较好的解决。这种现象的存在已经与当前国家对民办高校发展的要求,以及社会公众对民办高校的期待不相适应。近些年来,随着社会的发展进步以及我国高等教育发展进程中出现的一些新情况和新问题,我国高校教师人事制度改革一直在稳步推进,但是,高校教师的绩效考核体系特别是民办院校的教师绩效考核体系已经与不断发展的教育管理体制和教育规律不相适应,甚至阻碍学校的师资队伍建设和管理。因此,如何对现有的教师绩效考核体系进行系统的优化,以便更好地满足和适应不断发展的教育实际,增强学校的竞争力和凝聚力,就显得非常关键。本论文在梳理综述了国内外高校绩效考核理论和实践成果的基础上,对波特—劳勒期望激励理论与综合期望模型、马斯洛需要层次理论、弗鲁姆期望理论、亚当斯的公平理论等绩效考核理论进行了深入研究。在充分借鉴国内外高校教师绩效考核成功经验的基础上,以A民办高校为例,分析了民办高校绩效考核的现状,剖析了当前民办高校绩效考核存在考核目的不明确、考核指标体系不科学、受考评者主观因素影响、考核结果反馈不迅速等问题。在此基础上,结合A民办高校实际,依据科学的绩效考核理论和方法,从多个维度对高校教师尤其是民办高校教师绩效考核问题进行分析,以A民办高校为例提出一套民办高校绩效考核指标体系,并论证了体系中各个指标所能达到的目的以及起到的作用。在确立了高校绩效考核指标体系基础上,提出了A民办高校教师绩效考核的考核方式,确立了考核主体,建立了考核方法,设计了考核周期,规划了考核过程,给出了实施方法,并设立了配套措施。最后,通过对A民办高校绩效考核指标体系进行优化,实现绩效考核的良好互动效应,即绩效考核既有利于学校目标和战略的实现,也能很好的促进教师自身的发展;建立多元化、多角度、复合型绩效管理体系,最大可能做到考核的公平、公正、科学、合理;通过真正360度全面考核,达成提高高校教师为国家和社会培养德才兼备的高素质人才的使命感。希望本文研究成果不仅有利于促进A民办高校学校自身办学目标和战略定位的实现,也能为同类院校尤其西北地区兄弟院校提供借鉴。
[Abstract]:With more than 30 years of reform and opening up, China's private higher education has been rapid development and rapid progress, more and more become an important part of our higher education system. In particular, 5 private colleges approved by the state have the qualification to enroll master's graduate students, which has pushed forward the cause of private higher education in our country a big step forward. However, for a long time, the development of private colleges and universities has been plagued by some problems, such as unstable teaching staff, management concept, management level and management efficiency are still not well resolved. The existence of this phenomenon has not been adapted to the demand of the development of private colleges and universities and the expectation of the public. In recent years, with the development and progress of society and some new situations and problems in the development of higher education in our country, the reform of the personnel system of teachers in colleges and universities in our country has been advancing steadily, but, The performance appraisal system of university teachers, especially that of private colleges and universities, has not been adapted to the continuous development of educational management system and educational laws, and even hindered the construction and management of teachers in schools. Therefore, how to optimize the existing teacher performance appraisal system in order to better meet and adapt to the continuous development of education, enhance the competitiveness and cohesion of schools, it is very critical. On the basis of combing and summarizing the theory and practice of performance appraisal at home and abroad, this paper discusses the theory of expectation incentive and the model of comprehensive expectation, Maslow needs hierarchy theory, Fromm expectation theory. Adams' fair theory and other performance appraisal theory are studied in depth. Based on the successful experience of teachers' performance appraisal at home and abroad, this paper analyzes the present situation of performance appraisal in private colleges and universities, and analyzes that the purpose of performance appraisal of private colleges and universities is not clear. The evaluation index system is not scientific, affected by the subjective factors of the examiner, and the feedback of the examination result is not quick. On this basis, combined with the reality of A private colleges and universities, according to the scientific theory and method of performance appraisal, this paper analyzes the performance appraisal of college teachers, especially private university teachers, from several dimensions. Taking private colleges and universities as an example, this paper puts forward a set of performance evaluation index system of private colleges and universities, and demonstrates the purpose and function of each index in the system. On the basis of establishing the index system of performance appraisal in colleges and universities, this paper puts forward the performance appraisal method of teachers in private colleges and universities, establishes the main body, establishes the assessment method, designs the appraisal cycle, and plans the appraisal process. The implementation method is given, and the supporting measures are set up. Finally, by optimizing the performance appraisal index system of private colleges and universities, we can realize the good interactive effect of performance appraisal, that is, performance appraisal is not only conducive to the realization of school goals and strategies, but also can promote the development of teachers themselves. To establish a pluralistic, multi-angle, composite performance management system, to maximize the possibility of fair, just, scientific and reasonable assessment; through a truly 360-degree comprehensive assessment, To improve the sense of mission of college teachers to cultivate high-quality talents with both morality and ability for the country and society. It is hoped that the research results of this paper can not only promote the realization of the goal and strategic orientation of the private colleges and universities themselves, but also provide reference for the similar colleges and universities, especially those in the northwest region.
【学位授予单位】：兰州交通大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：G647.2

【参考文献】