包头职业技术学院中层干部考核评价问题研究

发布时间：2018-01-17 20:27

本文关键词：包头职业技术学院中层干部考核评价问题研究　出处：《中央民族大学》2013年硕士论文　论文类型：学位论文

【摘要】：作为高等职业院校管理工作的主要实施者,高等职业院校的中层干部是实现教学、科研两大社会功能的基础,是沟通上下左右,联系内外的桥梁和枢纽,他们的德能品行,在一定程度上决定了高等职业院校的生存和前途,直接影响着高等职业教育的发展和竞争力,所以,一支高素质的高等职业院校中层干部队伍对于高等职业教育发展是必不可少的。随着以人事制度和分配制度改革为重点的高等职业教育内部管理体制改革地不断深入,高等职业院校中层干部的考核评价工作,已不仅仅只局限于识人和用人的作用,更多的开始考虑发挥如何更为有效地激励干部,提高干部素质,增强干部能力和督促干部认真履行职责等作用,故而,加强和完善高等职业院校中层干部考核评价工作,对促进高等职业院校全面发展,具有重要的理论和现实意义。目前的高等职业院校中层干部考核评价工作,不论是在组织管理上,还是技术应用上,以及考核结果的反馈和监管上,都有比较系统的理论研究,许多先进的考核方式也被渐渐引用,尤其是在技术层面,使得考核工作越来越科学合理,也为中层干部管理工作提供了更多,更为客观有效的参考依据。但是,由于地区发展的不同,院校与院校之间的差距,还有些院校的中层干部考核评价工作仍然存在一些不足,处于较为粗放的管理状态之下,还存在一些问题,尤其是在西部地区,比如说：考核评价体系不够科学、考核评价指标不够细化、评价主体不够完备、评价方式有待改变等。要解决这些问题,就要进一步优化高等职业院校中层干部考核评价体系。本文以地处西部的“国家示范性高等职业院校建设计划”立项建设院校——包头职业技术学院为例进行研究。首先,分析了包头职业技术学院中层干部现状,介绍了中层干部队伍和岗位构成,对学院现有的中层干部考核评价体系,从考核的原则、评价的主体、组织实施和结果应用上,进行了全面的分析说明。其次,根据分析提出目前学院中层干部考核评价工作中存在的主要问题,如考核评价指标设置导向性不突出,考核评价方式方法相对落后,考核评价结果运用不完善等,并从管理体制、组织建设等不同的角度,分析了产生问题的原因。最后,从设计科学合理的中层干部考核评价指标,引入先进的绩效考核评价方式,以及关注考核评价结果的反馈和运用,三个方面提出完善学院中层干部考核评价的方法。
[Abstract]:As the main implementers of the management of higher vocational colleges, the middle level cadres of higher vocational colleges are the basis of realizing the two social functions of teaching and scientific research, and are the bridges and hubs of communication between the top and the bottom, and between the inside and outside. To a certain extent, their moral character determines the survival and future of higher vocational colleges and directly affects the development and competitiveness of higher vocational education. A high quality middle level cadre team is essential for the development of higher vocational education. With the reform of internal management system of higher vocational education focusing on the reform of personnel system and distribution system, the reform of internal management system of higher vocational education continues. Deep. The evaluation of middle-level cadres in higher vocational colleges has not only been limited to the role of people and personnel, more began to consider how to play a more effective incentive cadres, improve the quality of cadres. To strengthen the ability of cadres and urge cadres to perform their duties conscientiously, therefore, to strengthen and improve the evaluation of middle-level cadres in higher vocational colleges and universities will promote the all-round development of higher vocational colleges and universities. It has important theoretical and practical significance. At present, the evaluation of middle-level cadres in higher vocational colleges and universities, whether in organizational management, technical application, as well as feedback and supervision of assessment results, there are more systematic theoretical research. Many advanced assessment methods are also gradually cited, especially in the technical level, making the assessment work more scientific and reasonable, but also for the management of middle-level cadres to provide more, more objective and effective reference. Due to the difference of regional development and the gap between colleges and universities, there are still some deficiencies in the assessment and evaluation of middle level cadres in some colleges and universities, and there are still some problems under the condition of extensive management. Especially in the western region, for example: the evaluation system is not scientific, the evaluation index is not detailed enough, the evaluation body is not complete, the evaluation method needs to be changed, and so on. It is necessary to further optimize the evaluation system of middle-level cadres in higher vocational colleges and universities. This paper takes Baotou Vocational and Technical College as an example. Firstly, it analyzes the current situation of middle-level cadres in Baotou Vocational and Technical College. This paper introduces the ranks and post composition of the middle level cadres, and gives a comprehensive analysis and explanation of the existing evaluation system of the middle level cadres in the college from the aspects of the assessment principles, the main body of the evaluation, the implementation of the organization and the application of the results. Secondly. According to the analysis, the paper points out the main problems existing in the evaluation work of middle level cadres in colleges, such as that the setting of evaluation indexes is not prominent, and the methods of assessment and evaluation are relatively backward. The results of assessment are not perfect, and from the management system, organizational construction and other different angles, analysis of the causes of the problem. Finally, from the design of scientific and reasonable evaluation indicators for middle-level cadres. This paper introduces the advanced performance appraisal method, pays close attention to the feedback and application of the evaluation result, and puts forward three ways to perfect the evaluation method of the middle-level cadres in the college.
【学位授予单位】：中央民族大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G717.2

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