民办独立院校教师绩效管理机制研究

发布时间：2018-05-29 22:43

本文选题：民办 + 独立院校　；参考：《北京化工大学》2013年硕士论文

【摘要】：民办独立学院作为一种新的办学机制，从1998年诞生以来取得了长足发展，成为我国高等教育阵营中一支重要的生力军。但是由于民办独立院校办学历史较短，管理者经验不足，在师资队伍建设、教学质量、科研能力提升等方面需要重点加强，尤其在教师绩效管理工作方面其结果没有达到目标考核的激励作用。比如学院管理者不重视绩效管理工作，绩效管理机制与学院发展战略、办学定位不相符，，没有充分体现独立院校特色办学；另外，绩效考核目标不明确，制度不完善，考核体系设置不完善，考核方法缺乏科学性和合理性，考核结果也没有有效地得到运用等。本文针对这些问题在对北京市属五家民办独立院校现行教师绩效管理情况进行实地调研的基础上，以北京工商大学嘉华学院教师绩效管理为实例进行分析，提出构建民办独立学院教师绩效管理新机制基本思路要以学院发展战略为导向，体现学院管理价值和教师工作结果统一性，确保教师工作效率和学院经济效益、社会效益达到最大化。本论文的结论是民办独立院校教师绩效管理要体现民办院校的管理机制和办学特色，从内部管控流程、教师学习与成长、机制保障等多维度综合考虑科学构建绩效管理机制，科学有效的对教师进行绩效评估从而推动民办独立院校的健康可持续的发展。
[Abstract]:As a new mechanism of running an independent private college, it has made great progress since its birth in 1998, and has become an important new force in the camp of higher education in our country. However, due to the short history of running a private independent college and the lack of managerial experience, it is necessary to focus on strengthening the construction of the teaching staff, the quality of teaching, and the enhancement of scientific research capabilities. Especially in the aspect of teacher performance management, the results fail to achieve the incentive function of target assessment. For example, college managers do not attach importance to performance management, performance management mechanism and college development strategy, school orientation is not consistent, not fully reflect the characteristics of independent colleges; in addition, performance evaluation objectives are not clear, the system is not perfect, The evaluation system is not perfect, the assessment method is not scientific and reasonable, and the evaluation results are not used effectively. Based on the field investigation of the current teacher performance management in five private independent colleges and universities in Beijing, this paper takes the teacher performance management of Jiahua College of Beijing Industrial and Commercial University as an example. It is proposed that the basic idea of constructing a new mechanism of teacher performance management in private independent colleges should be guided by the development strategy of colleges, embody the value of college management and the unity of the results of teachers' work, and ensure the efficiency of teachers' work and the economic benefits of colleges. Social benefits are maximized. The conclusion of this paper is that the performance management of private independent colleges and universities should reflect the management mechanism and school characteristics of private colleges and universities, from the internal control process, teacher learning and growth, mechanism protection and other multi-dimensional comprehensive consideration to build a scientific performance management mechanism. Scientific and effective performance evaluation of teachers in order to promote the health and sustainable development of independent private institutions.
【学位授予单位】：北京化工大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G647.2;G648.7

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