高校辅导员绩效考核优化研究

发布时间：2018-02-01 14:16

本文关键词： 高校辅导员绩效考核优化　出处：《西北大学》2013年硕士论文　论文类型：学位论文

【摘要】：高校辅导员是高校教师和管理干部队伍的重要组成部分,也是高校实施人力资源管理中的一个特殊的对象,当前高校的现状主要是“80后”辅导员面对“90后”大学生,新时期辅导员工作除了存在着工作时间无界、工作内容抽象复杂、工作影响辐射面大、部分工作效果隐蔽、受到双重领导等传统特点外,还必须考虑到工作对象的特殊性和时代性,即“受众”的特点。面对新的受众和新的问题,很多高校对绩效考核的重视程度都在逐步加大,但实践水平有待提高,实际操作层面的问题还比较多。因此,针对高校的各自特点,构建一套符合高校战略目标和要求,有针对性、有应用普遍性的行之有效的辅导员绩效考核优化体系,是当前高校人力资源管理制度改革中的一项重要的研究课题。笔者根据绩效考核相关理论并结合自己从事大学辅导员多年工作的经验,主要针对新时期高校辅导员的绩效考核存在的问题进行了探究,系统的分析了高校辅导员的岗位职责,有针对性的修改和补充了《大学辅导员岗位说明书》,重建了辅导员绩效考核体系,并确定了各指标的权重系数,对绩效考核进行了优化研究,构建了适合当前高校辅导员绩效考核的指标体系,提出了重视绩效考核结果的反馈和运用的措施。本文旨在建立一套科学合理、贴近新时期高校实际情况的绩效考核体系,希望能够为辅导员岗位工作尽微薄之力。
[Abstract]:College counselors are an important part of the contingent of university teachers and management cadres, and are also a special object in the implementation of human resources management in colleges and universities. The present situation of colleges and universities is mainly that the post-80s counselors face the post-90s college students. In the new period, the counselors work in addition to the unbounded working hours, the work content is abstract and complex, and the work has a large impact on the radiation. In addition to the traditional characteristics such as covert work effect and double leadership, we must also take into account the particularity and epochal character of the working object, that is, the characteristics of the "audience", and face the new audience and new problems. Many colleges and universities pay more attention to performance appraisal, but the practical level needs to be improved, and there are still many practical problems. Therefore, aiming at the respective characteristics of colleges and universities. Build a set of college strategic objectives and requirements, targeted, universal application of effective evaluation and optimization system for the performance of counselors. It is an important research topic in the reform of human resources management system in colleges and universities. Based on the theory of performance appraisal and the experience of college counselors for many years, the author mainly explores the problems in the performance appraisal of college counselors in the new period. This paper systematically analyzes the post responsibility of college counselors, modifies and supplements the College counselors' Job description, reconstructs the counselors' performance appraisal system, and determines the weight coefficient of each index. This paper studies the optimization of performance appraisal, constructs the index system suitable for the current performance appraisal of college counselors, and puts forward some measures to pay attention to the feedback and application of the results of performance appraisal. The purpose of this paper is to establish a set of scientific and reasonable. The performance appraisal system, which is close to the actual situation of colleges and universities in the new period, hopes to contribute to the work of counselors.
【学位授予单位】：西北大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G647.2

【参考文献】