KPI在高校教师绩效考核中的应用研究

发布时间：2019-02-25 17:22

【摘要】：高校人事管理工作中最重要的方面即是对高校教师进行绩效考核，这项考核要根据高校的发展战略和使命，对教师的工作行为及工作成果进行考核和考核。因此，科学公平的教师绩效考核方法才能真正激发教师对工作的热情，才能帮助教师实现他们的人身目标，同时还能为学校打造一批优质的员工，一批高素质的教师队伍。 目前，我国高校教师绩效考核的目的在于反应教师过去的工作成果，从而为被考核对象现在或者以后的物质报酬、职称荣誉提供依据。而对于高校教师这一特殊群体—知识型员工，在物质上给予丰厚的报酬这远远不是教师们所追求的，教师们所追求的是工作的自主性、个人发展空间的广度及教学科研上所取得的成绩等等。而这些需求都需要建立在一个合理完善的管理体制下。一套科学、公平的绩效考核体系是保证学校绩效管理工作正常进行的前提条件。 近年来，也有很多专家、学者对高校教师绩效考核进行了研究，提出了将现代企业人力资源管理理论运用到高校绩效考核中，比如，平衡计分卡（BSC理论），360度考核法等等。受这些研究的启发，笔者提出将关键绩效指标考核法运用到高校教师绩效考核中来。 关键绩效指标考核法是指参照学校下一年的战略目标，先确定好各院系教师们的工作目标，以目标为导向确定相应的考核指标、标准和权重，用这样的一套指标体系来评定教师们所担负工作的完成情况，员工的工作职责履行程度和员工的职业发展情况，并且将评定结果反馈给教师的过程，从而达到指导被考核者工作行为，提高工作绩效等目的。作为一种新的业绩改进方法，关键绩效指标考核法已经在企业的绩效管理中取得了良好的效果。 本文包含五个部分内容。 第一部分导言主要介绍选题的缘由，从高校绩效考核现状谈起，提出将关键绩效指标考核法应用到高校教师绩效考核中去，介绍了研究意义、摆明基本研究思路：从选题缘由开始到KPI理论的概述再到我国高校教师绩效考核现状分析最后谈到高校应用KPI的策略。对国内外研究情况进行分析，在前人零星研究基础上，，运用理论研究与文献研究相结合的方法，对“高校教师绩效考核”进行较为深入的研究。 第二部分对关键绩效指标考核法相关概念进行概述，并找出关键绩效指标考核理论运用到我国高校教师绩效考核中的切入点，介绍KPI考核法的优势与特点，意义与功能，运用KPI进行绩效考核的流程，KPI考核法为我国高校教师绩效考核改革提供了指导思想。 第三部分笔者将主要分析中国高校教师绩效考核的现状。通过对我国现阶段教师绩效考核从主体、内容、程序、方法、结果运用等方面的了解与分析，得出我国高校教师绩效考核在考核目标、考核方法、考核内容、考核主体、考核周期及考核反馈中存在的问题和缺陷。 第四部分笔者将运用具体的学科研究方法进行分析，提出了在高校教师绩效考核中运用KPI的设想。通过访谈法和问卷调查法，对高校的相关教师进行走访、调查，介绍了高校怎样运用KPI考核法改变学校的绩效考核制度，包括建立高校KPI的基本思路、高校KPI的建立程序、KPI对高校绩效考核体系的促进、KPI运用在高校绩效考核中应注意的问题四个方面。 最后结束语包括总结全文、创新之处以及不足之处，以及对未来研究的展望。
[Abstract]:The most important aspect of the university's personnel management work is to carry out the performance appraisal to the university teachers, the assessment should be based on the development strategy and mission of the university, and the teacher's work behavior and the work result are evaluated and evaluated. Therefore, the scientific and fair teacher's performance appraisal method can really stimulate the teachers' enthusiasm to work, can help the teachers to realize their personal goals, and also can build a number of high-quality staff and a group of high-quality teachers in the school. At present, the purpose of the performance appraisal of the university teachers in our country is to reflect the work results of the teachers in the past, so as to provide the professional title and the honor with the current or future material compensation of the object to be examined. As for the knowledge-based staff of the special group of the university and the university, it is far from the teacher's pursuit, and the teachers are pursuing the autonomy of the work, the breadth of the individual development space and the achievements made in the teaching and research. and so on. These needs all need to be established in a reasonable and well-established management system Next, a scientific and fair performance appraisal system is a prerequisite for ensuring the normal performance management of the school In recent years, many experts and scholars have studied the performance appraisal of the university teachers, and put forward the application of the modern enterprise human resources management theory to the performance appraisal of the university, such as the BSC theory and the 360 degree assessment. In the light of these studies, the author puts forward the application of the key performance index assessment method to the university teachers' performance test. The key performance indicator assessment method refers to the strategic goal of the next year in the reference school, and first determines the work objective of each department's teachers, and determines the corresponding assessment index, standard and weight based on the objective, and uses such a set of index system to assess the work of the teachers The completion of the work, the degree of performance of the staff and the professional development of the staff, and the feedback of the evaluation results to the process of the teacher, so as to guide the work behavior of the appraiser and improve the work. As a new method of performance improvement, the key performance index assessment method has been made in the performance management of the enterprise A good effect. This article The introduction of the first part mainly introduces the reason of the topic, from the current situation of the performance appraisal of the university, and puts forward the application of the key performance index assessment method to the performance appraisal of the university teachers, and introduces the significance of the research. On the basis of the analysis of the present situation of the performance appraisal of the university teachers in our country, the basic research thoughts of the present invention are as follows: from the beginning of the selection of the topic and the summary of the KPI theory, the present analysis of the performance appraisal of the university teachers in China The strategy of the application of KPI in the school is to analyze the research situation at home and abroad. On the basis of the previous research, the paper applies the combination of the theory and the literature to the 鈥渢he performance appraisal of university teachers鈥

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