高校教师考核的问题与对策研究

发布时间：2018-01-13 07:21

本文关键词：高校教师考核的问题与对策研究　出处：《现代管理科学》2015年09期 　论文类型：期刊论文

【摘要】：高校教师考核评价是高校实行聘用制的基础,也是施行岗位管理和绩效工资的重要依据,对专业技术职务评聘起着导向作用,考核评价结果也为推进高校人力资源其他方面如招聘、培训、晋升、薪酬、退出等提供依据。但现行高校教师考核评价的理念、指标设计、过程管理等存在诸多问题,放大了考核的约束功能,其应有的激励和发展作用得不到充分发挥,导致考核制度得达不到应有的预期和效果。要改进高校教师考核工作,可以借鉴企业绩效考核理念,坚持多元、发展性的评价,兼顾教师的个体差异和学科特点,真正发挥评价制度的正向激励功能,科学合理地做好评价指标体系筛选和赋值,同时完善流程,做好考核计划、实施、反馈工作,注重双向沟通等。
[Abstract]:The assessment of college teachers is the basis of the employment system, and also the important basis for the implementation of post management and performance pay, which plays a guiding role in the evaluation of professional and technical posts. The results of assessment also provide the basis for the promotion of other aspects of university human resources such as recruitment, training, promotion, salary, withdrawal and so on. However, the current concept of assessment and evaluation of university teachers, indicators design. There are many problems, such as process management, which magnify the restriction function of examination, and the function of incentive and development should not be brought into full play. In order to improve the evaluation of teachers in colleges and universities, we can learn from the concept of enterprise performance appraisal, adhere to the pluralistic and developmental evaluation. Taking into account the individual differences of teachers and the characteristics of the subject, the real positive incentive function of the evaluation system should be brought into play, the evaluation index system should be screened and assigned scientifically and reasonably, and at the same time, the process should be improved, the assessment plan should be made and the implementation should be carried out. Feedback work, pay attention to two-way communication, etc.
【作者单位】：中国人民大学劳动人事学院;中国人民大学人事处;
【基金】：中国人民大学2014年度拔尖创新人才培育资助计划成果
【分类号】：G645.1
【正文快照】： 进入21世纪以来,国内各高校开始深入推行以聘用制、岗位管理、专业技术职务聘任制和岗位绩效工资制为代表的新一轮人事制度改革,而这一系列改革的推进有赖于对高校教师进行科学合理的考核评价。高校教师考核评价是实行聘用制的基础,是施行岗位管理和绩效工资的重要依据,对专业

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