地方教学研究型大学教师绩效评价问题及对策研究

发布时间：2018-07-15 07:50

【摘要】：在我国高等院校由追求数量规模扩张转向追求高等教育质量化的变革时期,科学合理的教师绩效评价对调动教师积极性与创新性,推动高校人力资源管理工作具有重要的理论与现实意义。不同高校的办学层次和发展定位不同,因此,以某一所具有一定代表性的高校为例进行类别研究是可行、必要的。本文以地方教学研究型大学作为研究对象,在教师评价理论、信号传递理论与人力资源绩效管理理论的指导下,着重分析了大学、企业与政府绩效评价的区别,地方教学研究型大学与其他类型高校教师绩效评价的差异。并通过个案予以说明,基于长沙市C大学现行教师评价制度的规范分析以及问卷、访谈的实证调查分析,遵循评价的先后程序从评价体系、评价过程与评价结果三个层面分析当前地方教学研究型大学教师绩效评价存在的问题及成因。研究指出,地方教学研究型大学教师绩效评价理念重功利性、指标缺乏针对性；评价过程中教师主体地位与监控力度缺失；评价结果应用强度低下,缺乏沟通与反馈。并针对问题找出深层次原因主要分别包括传统奖惩性评价观念的根深蒂固、高校行政化的导向以及激励机制不健全,在此基础上提出针对性解决措施：区分性评价理念下,利用KPI-AHP模型对教师绩效评价体系进行优化设计；通过加快去行政化进程缓解行政与学术的矛盾；通过创建评价反馈与沟通机制、加强评价结果的应用效力来完善教师激励机制建设。从体系、组织及保障三个环节健全评价制度,以期为完善地方教学研究型大学教师绩效评价实践工作提供有益的借鉴。
[Abstract]:In the period of transformation from the expansion of quantity scale to the pursuit of quality of higher education, scientific and reasonable evaluation of teachers' performance can arouse teachers' enthusiasm and innovation. It is of great theoretical and practical significance to promote human resource management in colleges and universities. Different colleges and universities have different levels and development orientation, so it is feasible and necessary to take a certain representative university as an example. Under the guidance of teacher evaluation theory, signal transmission theory and human resource performance management theory, this paper focuses on the differences among universities, enterprises and government performance evaluation. The difference of teachers' performance evaluation between local teaching and research universities and other types of colleges and universities. Based on the normative analysis of the current teacher evaluation system in Changsha C University and the empirical investigation and analysis of the questionnaire and interview, the author follows the evaluation procedure from the evaluation system. This paper analyzes the problems and causes of the performance evaluation of teachers in local teaching and research universities from the three aspects of evaluation process and evaluation results. The study points out that the concept of teacher performance evaluation in local teaching and research universities emphasizes utilitarianism and lacks pertinence of indicators; the teacher's main position and monitoring strength are lacking in the evaluation process; the application intensity of evaluation results is low and the communication and feedback are lacking. And to find out the deep-seated reasons for the problem, including the deep-rooted traditional evaluation concept of reward and punishment, the guidance of university administration and the unsound incentive mechanism, on the basis of this, put forward targeted solutions: under the concept of differentiated evaluation. Using KPI-AHP model to optimize the design of teacher performance evaluation system; by speeding up the process of de-administration to alleviate the administrative and academic contradictions; through the creation of evaluation feedback and communication mechanism, Strengthen the effectiveness of the application of evaluation results to improve the construction of teacher incentive mechanism. The evaluation system should be perfected from three aspects: system, organization and guarantee, in order to provide useful reference for perfecting the practice of teacher performance evaluation in local teaching and research universities.
【学位授予单位】：长沙理工大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：G647

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