基于层次分析法的W高职院教师绩效考核研究

发布时间：2018-01-05 05:12

本文关键词：基于层次分析法的W高职院教师绩效考核研究　出处：《石河子大学》2013年硕士论文　论文类型：学位论文

【摘要】：根据国务院关于分类推进事业单位改革的指导意见,近期,全国分类推进事业单位改革工作部署会议在北京召开。会上首次明确提出事业单位将实行分类改革,并给出事业单位改革的时间表。会议要求通过体制改革,鼓励创新、加强绩效管理,促进公益事业更好更快地发展,不断满足人民群众和社会经济发展对公益服务的需求。可见,确立事业单位绩效考核制度是下一步事业单位改革的重中之重。为顺应事业单位改革的需要,响应国家大力发展高等职业教育的号召,本文将尝试通过对现行高职院校教师绩效考核制度进行研究,构建合理、公平、科学的绩效考核方案,实施绩效管理,从而促进高职院校顺利转轨,更好地适应市场经济的发展。基于高职教师绩效考核的相关理论,本文首先对w高职院校教师绩效考核的现状进行了研究分析及满意度调查,指出了w高职院校教师绩效考核存在指标设置科学性不足、学院组织绩效目标的认识性不足、教师绩效考核的合理性不足、指标划分明确性不足以及考核结果应用性不足等诸多问题。其次,为解决上述问题,本文运用了文献分析法、问卷调查法、层次分析法及案例分析法等方法,在现行考核内容上建立了更加完善、科学的高职院校教师绩效考核方案。本文主要采用层次分析法这一计算建模工具,根据上级主管单位对事业单位年度考核的规定和要求,结合高职院校的实际,对该绩效考核内容各个层面的指标权重、区间、分值都做了科学、合理的测算和界定。再次,通过运用优化后的考核内容对五位教师的实际绩效成绩做了运算,得出了合适的绩效结果。最后,通过合理地分析他们的绩效结果,做出相应的绩效反馈。该方案结合我国高职技术学院教师职位特征和工作特点,针对w高职技术学院教师绩效考核现状,创新了适合高职技术学院教师职位特征的绩效考核指标体系,其指标的权重也更加合理,体现了高职的特色和发展战略目标。实践结果表明,本系统能对教师绩效考核做出科学、合理的评价,有助于教师绩效考核目的的实现。同时,该绩效考核内容对其他事业单位的绩效管理,也有一定的借鉴意义。
[Abstract]:According to the guidance of the State Council on classifying and promoting the reform of public institutions, recently, a national conference on the deployment of classified promotion of the reform of institutions was held in Beijing, at which it was clearly pointed out for the first time that institutions would be subject to classified reform. The meeting calls for the adoption of institutional reform to encourage innovation, strengthen performance management, and promote better and faster development of public welfare undertakings. It can be seen that the establishment of performance appraisal system of institutions is the most important part of the next step of the reform of public institutions, in order to meet the needs of the reform of public institutions in order to meet the needs of the reform of public institutions in order to meet the needs of the masses of the people and social and economic development. In response to the call of the country to develop higher vocational education, this paper will try to establish a reasonable, fair and scientific performance appraisal scheme and implement performance management by studying the current performance appraisal system of teachers in higher vocational colleges. So as to promote the smooth transition of higher vocational colleges and better adapt to the development of market economy. Based on the theory of performance appraisal of teachers in higher vocational colleges, this paper firstly studies and analyzes the current situation of performance assessment of teachers in vocational colleges and conducts a survey of their satisfaction. This paper points out that the evaluation of teachers' performance in w higher vocational colleges is not scientific enough in setting indicators, insufficient in understanding of the objectives of organizational performance of colleges, and insufficient in rationality of teachers' performance appraisal. In order to solve the above problems, this paper uses the methods of literature analysis, questionnaire survey, AHP and case analysis. In the current assessment content to establish a more perfect, scientific performance evaluation scheme for teachers in higher vocational colleges. This paper mainly uses the Analytic hierarchy process (AHP), a computational modeling tool. According to the regulations and requirements of the higher management units on the annual assessment of institutions, combined with the reality of higher vocational colleges, the index weight, interval and score of each level of the performance appraisal content are scientific. Third, through the use of the optimized assessment of the actual performance of the five teachers to do the calculation, obtained the appropriate performance results. Finally, through a reasonable analysis of their performance results. Make corresponding performance feedback. Combined with the characteristics of teachers' positions and working characteristics, the scheme aims at the current situation of teachers' performance evaluation in technical colleges of vocational and technical colleges. This paper innovates the performance evaluation index system suitable for the teachers' position characteristics in higher vocational technical colleges, and the weight of the indicators is more reasonable, which reflects the characteristics of higher vocational education and the development strategy target. The practice results show that. This system can make scientific and reasonable evaluation of teachers' performance appraisal, which is helpful to the realization of the purpose of teachers' performance appraisal. At the same time, the content of the performance appraisal also has certain reference significance to the performance management of other institutions.
【学位授予单位】：石河子大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G715.2

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