民办高校专任教师绩效考核问题研究

发布时间：2018-05-29 09:57

本文选题：民办高校 + 专任教师　；参考：《中国石油大学（华东）》2013年硕士论文

【摘要】：随着我国改革开放和现代化建设的推进，民办高校的数量不断增长、规模不断扩大，逐步成为我国高等教育的重要组成部分，在我国高等教育迈向大众化的进程中发挥了不可替代的作用。而在民办高校的发展过程中，起到核心作用的是民办高校的人力资源管理。作为培养社会高级人才的场所，民办高校的教育质量直接决定了其所培养人才的质量，而民办高校教师自身的质量又决定了其所提供教育的质量。所以对民办高校专任教师进行有效、客观、公正的绩效考核，及时掌握教师在工作中的实际情况，通过有针对性的绩效激励措施，不断提高教师的业务能力，是提高民办高校教育教学质量的有效途径。但是，目前我国民办高校绩效考核存在着许多问题，制约了民办高校的发展。基于以上认识，本文将企业管理中的360度绩效考核方法引入高校专任教师绩效考核中，以此来激发民办高校专任教师的积极性，以提高教学质量，提高民办高校的竞争力。 360度绩效考核从不同角度对被考核者进行全方位的考核，然后通过反馈程序将考核结果反馈给被考核者，，以达到改善被考核者工作行为、提高其工作业绩的目的。本文对360度绩效考核方法进行了系统的分析，通过360度绩效考核与其他考核方法的比较，指出360度绩效考核的优缺点。通过分析360度绩效考核的信息来源，将其转化为适合民办高校专任教师的评价主体：教学督导部门、教研组长、同事、学生及任课教师自身，并构建了360度绩效考核的各项指标。通过能力考核、教学过程考核和结果考核三个阶段将各指标细化，制定了各项考核指标的内容。最后通过H学院进行实证分析，对所建立的指标体系进行验证，并提出了对所构建的360度绩效考核方法的改进措施。
[Abstract]:With the development of China's reform and opening up and modernization, the number and scale of private colleges and universities continue to grow, and gradually become an important part of our higher education. It has played an irreplaceable role in the process of popularization of higher education in our country. In the process of the development of private colleges and universities, the core role is the human resources management of private colleges and universities. As a place to train senior social talents, the quality of education in private colleges and universities directly determines the quality of talents they train, and the quality of teachers themselves determines the quality of education provided by private colleges and universities. Therefore, we should carry out effective, objective and fair performance appraisal for full-time teachers in private colleges and universities, grasp the actual situation of teachers in time, and continuously improve teachers' professional ability through targeted performance incentives. It is an effective way to improve the quality of education and teaching in private colleges and universities. However, there are many problems in the performance appraisal of private colleges and universities in our country at present, which restrict the development of private colleges and universities. Based on the above understanding, this paper introduces the 360 degree performance appraisal method of enterprise management into the performance appraisal of full-time teachers in colleges and universities, in order to stimulate the enthusiasm of full-time teachers in private colleges and universities, in order to improve the teaching quality and improve the competitiveness of private colleges and universities. The 360-degree performance appraisal carries on the omni-directional appraisal to the examinee from different angle, then feedback the result to the examinee through the feedback procedure, in order to achieve the purpose of improving the work behavior and improving the work performance of the examinee. This paper makes a systematic analysis of 360 degree performance appraisal method and points out the merits and demerits of 360 degree performance appraisal method by comparing 360 degree performance appraisal with other appraisal methods. By analyzing the information sources of 360-degree performance appraisal, it is transformed into the evaluation subject suitable for the full-time teachers in private colleges and universities: teaching supervision department, teaching and research team leader, colleagues, students and teachers themselves. And has constructed 360 degree performance appraisal each index. Through ability assessment, teaching process assessment and result assessment, the indexes are refined and the contents of each assessment index are worked out. Finally, through the empirical analysis of H college, this paper verifies the established index system, and puts forward some measures to improve the 360 degree performance appraisal method.
【学位授予单位】：中国石油大学（华东）
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G647.2

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