惠州Z学院辅导员岗位绩效考核体系优化研究

发布时间：2018-05-13 20:43

本文选题：绩效考核 + 辅导员　；参考：《广东财经大学》2017年硕士论文

【摘要】：随着我国高等教育改革的深入推进,高校规模的不断扩大,高校面临的管理压力和难度不断加大。辅导员是高校管理中的一支重要队伍,担负着大学生的思想政治教育、日常管理、心理健康教育和就业教育等一系列工作,其管理水平直接关系着高校的管理水平。为提高教育质量和管理水平,许多高校将绩效管理引入高校管理中,对行政管理人员、辅导员队伍、教辅队伍等进行绩效考核。但目前,国内高校尚缺乏公认且完整的绩效考核管理体系。其绩效管理体系更多的借助企业绩效管理模式,多流于形式,缺乏实施的可行性和可测量性。本研究将绩效考核与高校辅导员工作相结合,旨在提升辅导员考核的科学性和可操作性,进而提升辅导员的管理能力和水平,促进人才培养质量的提升。本研究首先阐述了绩效考核的相关理论,为后续的研究提供理论指导;其次采用文献研究法、问卷调查法、案例研究法、访谈法等研究方法,对Z学院辅导员的绩效考核现状、存在的问题等进行研究,通过文献研究法对国内外辅导员绩效考核的现状进行梳理,通过问卷调查法和访谈法对Z学院辅导员绩效考核存在的问题进行剖析;第三,通过对Z学院辅导员岗位进行系统重构,绩效考核体系进行优化设计,并构建模糊矩阵模型进行实证分析和验证;最后提出从绩效考核等级、考核结果反馈与应用、岗位调整等方面进行Z学院辅导员的绩效考核体系的优化与应用措施。
[Abstract]:With the deepening of the reform of higher education in our country, the scale of colleges and universities is expanding, and the pressure and difficulty of university management are increasing. Counselors are an important team in the management of colleges and universities. They are responsible for a series of work such as ideological and political education, daily management, mental health education and employment education of college students, and their management level is directly related to the management level of colleges and universities. In order to improve the education quality and management level, many colleges and universities introduce the performance management into the university management, and carry on the performance appraisal to the administrative management personnel, the instructor troop, the teaching assistant team and so on. But at present, the domestic colleges and universities still lack the accepted and complete performance appraisal management system. Its performance management system relies more on the enterprise performance management model, which is short of feasibility and measurability. This study combines the performance appraisal with the work of college counselors in order to improve the scientificity and maneuverability of the assessment of counselors, and then improve the management ability and level of counselors, and promote the quality of talent training. This research first elaborated the performance appraisal related theory, provided the theory instruction for the follow-up research; secondly, adopted the literature research method, the questionnaire survey method, the case study method, the interview method and so on research method, to Z college counselors' performance appraisal present situation, Through literature research on the status quo of counselors' performance appraisal at home and abroad, through questionnaire survey and interviews to Z college counselors' performance evaluation problems are analyzed; third, Through the system reconstruction of counselors in Z college, the performance appraisal system is optimized and designed, and the fuzzy matrix model is constructed for empirical analysis and verification. Finally, the feedback and application of the evaluation results from the performance appraisal level are put forward. Position adjustment and other aspects of Z college counselors performance evaluation system optimization and application measures.
【学位授予单位】：广东财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G647.2

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