高校朋辈心理辅导员绩效评价体系研究

发布时间：2018-04-14 18:14

本文选题：朋辈心理辅导员 + 层次分析法　；参考：《南华大学》2011年硕士论文

【摘要】：近年来，大学生面临不同程度的心理压力，，其心理健康问题越来越受到社会的广泛关注，朋辈心理辅导作为一种宝贵的资源引入高校，已成为学校开展心理健康教育的一种重要形式。但是，朋辈心理辅导效能如何？如何评价朋辈心理辅导员工作绩效？这些问题一直难以解决。本文拟结合高校大学生心理朋辈辅导员的特点，通过丰富和完善考核评价的内容，细化、量化评价指标方法，对大学生朋辈心理辅导员工作绩效考核评价模型进行研究。绩效评价目前存在着教育评价理论、人力资源管理理论、激励----保健理论及期望理论。这些理论和观点充分说明，在高校构建朋辈心理辅导员绩效评价是完全可行的。笔者针对高校大学生朋辈心理辅导建设的内涵，确立朋辈心理辅导员绩效评价体系：第一，确立辅导员绩效评价的原则，即科学原则、简单原则、有效原则和可实施原则；第二，设计由决策层、准则层和方案层组成的层次结构模型和由四个一级指标，十五个二级指标形成的绩效评价的考核指标体系；第三，确定绩效考核模型及指标权重，运用层次分析法进行评价与决策，大体可分为以下四个步骤，即：建立层次结构模型、构造判断距阵、层次单排序及其一致性检验、层次总排序。最后全文拟从绩效考评现状着手，分析目前朋辈心理辅导员管理过程中所存在的问题，进而提出优化朋辈辅导员绩效管理的一些措施和方法：抓好人员选拔关，有效保障人力资源；开展工作分析，确定责权，设定可行的绩效目标；活动项目开展所需经费的保障；建立绩效反馈机制，创新绩效激励体制。
[Abstract]:In recent years, college students are facing different degrees of psychological pressure, and their mental health problems have been paid more and more attention by the society. As a valuable resource, peer counseling is introduced into colleges and universities.It has become an important form of mental health education in schools.But what about peer counseling?How to evaluate the work performance of Peer Psychological counselors?These problems have been difficult to solve.Based on the characteristics of college students' psychological peer counselors, this paper studies the performance evaluation model of college students' peer counselors by enriching and perfecting the content of assessment, refining and quantifying the evaluation index method.At present, there are educational evaluation theory, human resource management theory, motivation-health care theory and expectation theory.These theories and viewpoints fully show that it is feasible to construct peer psychological counselors' performance evaluation in colleges and universities.Aiming at the connotation of college students' peer counseling construction, the author establishes the performance evaluation system of peer psychological counselors: first, establishes the principles of counselors' performance evaluation, that is, scientific principles, simple principles, effective principles and implementable principles;Second, design the hierarchical structure model which is composed of decision-making layer, criterion layer and program layer, and establish the performance evaluation index system formed by four first-level indicators and fifteen second-level indicators; third, determine the performance appraisal model and index weight.The evaluation and decision making by AHP can be divided into the following four steps: establishing the hierarchical structure model, constructing the judgment distance matrix, the hierarchical single ranking and its consistency checking, and the total hierarchical ranking.At last, the paper analyzes the problems existing in the management process of peer counselors, and then puts forward some measures and methods to optimize the performance management of peer counselors.Effectively protect human resources; carry out work analysis, determine responsibilities, set feasible performance goals; ensure the funds required for the development of activities; establish performance feedback mechanism; innovate performance incentive system.
【学位授予单位】：南华大学
【学位级别】：硕士
【学位授予年份】：2011
【分类号】：G448

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