地方普通高校绩效津贴管理的优化研究

发布时间：2018-07-03 13:13

本文选题：地方高等院校 + 绩效管理　；参考：《内蒙古农业大学》2013年硕士论文

【摘要】：改革开放以来，地方普通高校得到了迅速的发展，根据国家对高等教育发展的要求可以看出，地方普通高校教师将成为向地方发展建设培养人才的主要基地，高校教师则是发展地方科技和服务地方经济发展提高地方人文素质的主力军，绩效津贴问题现已成为地方普通高校教师最为关心的问题，同时也是体现每位教职工切身利益的事宜，因此研究绩效津贴分配制度对地方普通高校的发展具有非常重要的实际研究意义。然而在现如今的市场经济体制下，地方普通高校的经济来源并不是很充足的情况下，要实行绩效津贴制度就必须要建立一套科学的、合理的绩效津贴分配体系。只有以科学理论为基础才能在实践工作做到公平、公正，才能使地方普通高校的广大教职工全心全意的投入到各项工作中去。本文主要研究了绩效津贴制度在高校中存在并能得以发展的原因，结合高校教职工工作的特殊性特点，对地方普通高校绩效津贴现状和发展趋势进行分析，主要论述地方普通高校教职工绩效津贴分配方式存在的问题，其主要表现在：1、分配方式单一；2、分配权力过于集中；3、不同地区的地方普通高校绩效津贴的差异；4、管理模式过于行政化等问题。本文通过分析产生这些问题的原因，就国家对地方普通高校经费投入少、地方普通高校的发展和所在地经济、人文发展严重脱轨、学校管理过于行政化、发展方向不明确、分配方式单一死板等影响高校绩效津贴问题的主要因素进行分析和总结。并提出优化政策，，通过改变分配模式提高地方普通高校绩效津贴的激励水平，通过转变发展理念，将集权变为分权改善绩效分配的模式，调动高校教职工参与绩效津贴分配的积极性，达到真正的“按劳分配、优劳优酬、责酬一致”的原则。确立以教师为本、教学为中心、科研强校的发展方针，稳定教学、科研骨干队伍。本文通过对地方普通高校中教职工进行分类，并利用分类考核建立起不同类型人员的绩效津贴分配制度从而优化教职工现有的绩效津贴分配模式，完善教职工的绩效分配制度，利用教职工的需求心理构建绩效分配制度，从而激励地方普通高校的各类教师群体，进而提高地方普通高校的教学质量、科研水平和服务地方经济发展的能力，推进高等教育事业的全面发展。
[Abstract]:Since the reform and opening up, local colleges and universities have developed rapidly. According to the demands of the state on the development of higher education, the teachers of local colleges and universities will become the main base for the development and construction of local talents, and the teachers of colleges and universities are the main force to improve the local humanistic quality of the local science and technology and service areas. The problem of performance allowance has now become the most concerned problem of local ordinary university teachers, and it also embodies the vital interests of every teacher. Therefore, it is of great significance to study the distribution system of performance allowance for the development of local colleges and universities. Under the condition that the economic source is not enough, it is necessary to establish a scientific and reasonable distribution system of performance allowance in order to implement the performance allowance system. Only by the basis of scientific theory can the practice work be fair and fair, so that the broad and large educational staff of the local colleges and Universities will devote their wholehearted devotion to various work.
This paper mainly studies the reasons for the existence and development of the performance allowance system in Colleges and universities, and analyzes the present situation and development trend of performance allowance in local colleges and universities, and mainly discusses the existing problems of the distribution mode of performance allowance for teachers in local colleges and universities. The main manifestations are as follows: 1 The distribution mode is single; 2, the distribution power is too concentrated; 3, the differences in the performance allowance of local colleges and universities in different regions; 4, the management mode is too administrative. By analyzing the reasons for these problems, the state has little investment in the local colleges and universities, the development of local colleges and universities and the local economy and human development. Serious derailment, the school management is too administrative, the direction of development is not clear, the main factors that affect the performance allowance of colleges and universities are analyzed and summarized, and the optimization policy is put forward to improve the incentive level of the performance allowance of local colleges and universities by changing the distribution pattern, and change the centralization into points by changing the concept of development. Right to improve the pattern of performance distribution, mobilize the enthusiasm of the faculty to participate in the distribution of performance benefits, and achieve the true principle of "distribution according to work, excellent remuneration for labor and good remuneration", and the establishment of a development policy of teacher based, teaching and scientific research, stable teaching and the backbone of scientific research.
This paper classifies the teachers and workers in local colleges and universities, and establishes the system of performance allowance allocation for different types of personnel by classification assessment, so as to optimize the existing distribution mode of the performance allowance of the teachers and staff, improve the system of the performance distribution of the teachers and staff, and construct the performance distribution system by using the needs psychology of the teachers and staff, so as to encourage the local people. All kinds of teachers in Colleges and universities will improve the teaching quality of local colleges and universities, the level of scientific research and the ability to serve the local economic development, and promote the overall development of higher education.
【学位授予单位】：内蒙古农业大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G647.2;G648.4

【引证文献】