高校中层干部绩效考核研究

发布时间：2018-06-18 07:14

本文选题：高等学校 + 中层干部　；参考：《扬州大学》2012年硕士论文

【摘要】：本文从高校干部管理工作中关于中层干部绩效考核出现的各种问题角度入手,深入分析这些问题的形成原因及存在的实践误区,以完善高校中层干部的绩效考核为视角对当下我国高校中层干部的绩效考核工作乃至整个高校干部人事管理工作的改革与创新建言献策。本研究阐述了高校中层干部绩效考核的相关理论与内容,以实证调查为依据对目前高校中层干部绩效考核中出现的现象与问题进行深入分析,从调查中反思我国高校干部人事绩效考核制度的缺陷与不足。本文选取Y大学中层干部的绩效考核工作进行系统研究,从运行现状与问卷调查两个方面找出当前高校中层干部绩效考核存在的问题并分析其形成原因。根据分析,本文将该项工作存在的问题概括总结为以下几点：绩效考核工作定位模糊,考核目的不清；参评人员不能广泛参与；绩效考核指标设计不具体；考核周期设置不合理；绩效考核结果的反馈形式和应用范围设置不科学。就这些问题形成的原因,本文认为主要包括以下几点：传统管理体制的影响；传统管理观念的影响；绩效考核方法系统性与操作性之间的矛盾；高校中层干部岗位职责的综合性与复杂性；高校中层干部绩效考核理论研究上的匮乏等。最后针对调查中出现的问题及这些问题的成因从考核主体的组成结构,考核内容的指标体系,考核周期的科学设置,考核结果的利用与反馈等角度提出针对性的意见与建议。希望这些意见与建议能够为高校组织人事部门相关工作的改革与创新提供参考,为提高高校中层干部的工作绩效水平提供帮助。本文主要创新之处在于：对完善高校中层干部的绩效考核进行系统性思考,对高校干部资源工作绩效的提高做一些理论与实践相结合的探讨；提出以岗位分析为基础的专业化考核指标设计理念,使绩效考核指标设计建立在充分的岗位分析之上,具有较强的针对性；针对绩效考核结果反馈表现出来的突出问题,提出通过反馈形式的创新促进反馈内容的丰富,进而为健全高校绩效考核体系提供理论依据与方法指导。
[Abstract]:In this paper, the causes of these problems and the misunderstandings in practice are analyzed from the perspective of the problems in the management of middle level cadres. From the perspective of perfecting the performance appraisal of the middle-level cadres in colleges and universities, this paper makes suggestions on the reform and innovation of the performance appraisal work of the middle-level cadres in our country and even the personnel management of the whole university cadres. This study expounds the relevant theories and contents of the performance appraisal of the middle-level cadres in colleges and universities. Based on the empirical investigation, it makes an in-depth analysis of the phenomena and problems in the performance appraisal of the middle-level cadres in colleges and universities. The defects and shortcomings of personnel performance appraisal system in colleges and universities are reflected in the investigation. This paper selects the performance appraisal work of the middle-level cadres in Y University to carry on the systematic research, finds out the problems existing in the performance appraisal of the middle-level cadres in the colleges and universities from the two aspects of the running status and the questionnaire survey, and analyzes the reasons for the formation of the performance appraisal. According to the analysis, this paper summarizes the problems of the work as follows: the performance appraisal work is vague, the purpose is not clear, the participants can not participate widely, the design of the performance appraisal index is not specific; The setting of appraisal cycle is unreasonable, the feedback form and application range of performance appraisal result is not scientific. As to the causes of these problems, this paper holds that the main contents are as follows: the influence of traditional management system, the influence of traditional management concept, the contradiction between the systematicness and operability of performance appraisal method; The comprehensive and complexity of the post responsibility of middle level cadres in colleges and universities, the lack of theoretical research on the performance appraisal of middle level cadres in colleges and universities, etc. Finally, aiming at the problems in the investigation and the causes of these problems, this paper puts forward some suggestions and suggestions from the aspects of the composition structure of the subject, the index system of the examination content, the scientific setting of the examination cycle, the utilization and feedback of the examination results, and so on. It is hoped that these suggestions and suggestions can provide a reference for the reform and innovation of the relevant work of organizing personnel departments in colleges and universities, and help to improve the work performance of middle level cadres in colleges and universities. The main innovations of this paper are: to improve the performance evaluation of middle-level cadres in institutions of higher learning for systematic thinking, to improve the performance of university cadres resources to do some theoretical and practical research; This paper puts forward the design concept of professional assessment index based on post analysis, which makes the design of performance appraisal index based on full post analysis, and has strong pertinence, and aims at the outstanding problems that the feedback of performance appraisal result shows. It is put forward that the innovation of feedback form can promote the enrichment of feedback content, and then provide theoretical basis and method guidance for improving the performance appraisal system of colleges and universities.
【学位授予单位】：扬州大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G647.2

【参考文献】