中山X学院行政人员绩效考核体系研究

发布时间：2018-07-07 22:30

本文选题：高职院校 + 行政人员　；参考：《电子科技大学》2013年硕士论文

【摘要】：中山X学院结合中山市“十二五”发展规划纲要指出2011-2015年是学院创出办学特色、打造职业教育品牌的关键时期，加强内涵建设，提高学院核心竞争力和创建省级示范性高职院校将是发展战略的重点。一线教学人员和行政人员的工作能力和水平在一定程度上都决定着学院核心竞争力的提高，但学院目前在对行政人员的管理方面与一线教师相比，在规章制度和执行效果上明显相对滞后，成为学院现阶段发展中的薄弱环节。因此，加强对行政人力资源的科学合理管理，尤其是通过绩效管理中绩效考核的科学实施来激发行政人员的工作热情，提高工作质量和效率对现阶段中山X学院的发展具有非常重要的意义。因此，组织人事部门联合各行政职能部门从考核目的、考核形式、考核指标和绩效反馈等方面制定、实施了现行的行政人员绩效考核方案，主要从“德、能、勤、绩、廉”等五个方面对行政人员进行考核，起到了较好的绩效评价作用。但由于行政人员工作本身的复杂性、不确定性以及绩效的多因性、多维性等因素影响，仍难以对行政人员的工作绩效做出全面、客观、公正的评价，需要进一步改进、完善。为此，本文针对行政人员工作复杂、难考核等特点，结合学院现行行政人员绩效考核体系的现状，以中山X学院现阶段发展战略目标对行政人员提出的新要求为基础，运用绩效考核相关理论、原则来改进完善中山X学院行政人员绩效考核体系。具体研究内容主要包括以下三个方面的内容：首先，结合当前高职教育发展迅速、竞争日益激烈的大趋势，依据中山X学院现阶段强化内涵建设，争创示范院校的发展战略要求，提出加强行政人力资源管理对学院战略目标实现的重要性，尤其分析了绩效考核这个环节在激励行政人力员工作热情、提高工作效率和水平方面的重要作用。其次，针对现行考核方案在实施操作过程中表现出考核目的不明确，考核形式过于僵化、考核指标设置不够细化、缺乏绩效反馈，最终使绩效考核流于形式的现状，灵活运用绩效考核基本理论、原则对现行绩效考核方案中的问题进行分析研究，找出问题的根源，并从院级领导层面、作为被考核者的行政人员层面和考核组织者层面三个方面提出改进策略。最后，根据改进策略，，对中山X学院行政人员的考核体系进行了重新构建，并重点对行政人员绩效考核指标内容和指标权重进行了重新设计。
[Abstract]:Zhongshan X College, combined with the outline of the 12th Five-Year Plan of Zhongshan City, points out that 2011-2015 is the key period for the college to create its own school characteristics, create a brand of vocational education, and strengthen its connotation construction. Improving the core competence of the college and establishing the provincial model higher vocational colleges will be the key points of the development strategy. To a certain extent, the ability and level of front-line teaching staff and administrative staff determine the improvement of the core competitiveness of the college, but the college is now compared with front-line teachers in the management of administrative staff. In the rules and regulations and the implementation of the effect is relatively lagging behind, becoming a weak link in the development of the college at this stage. Therefore, to strengthen the scientific and reasonable management of administrative human resources, especially through the scientific implementation of performance evaluation in order to stimulate the enthusiasm of administrative staff, Improving work quality and efficiency is of great significance to the development of Zhongshan X College. Therefore, the organization of personnel departments in conjunction with various administrative functional departments from the purpose of assessment, assessment form, evaluation indicators and performance feedback and other aspects of the implementation of the current performance appraisal program of administrative personnel, mainly from the "morality, ability, diligence, performance," Lian "and other five aspects of the administrative staff assessment, played a better role in performance evaluation." However, due to the complexity, uncertainty, multi-factor and multi-dimension of performance, it is still difficult to make a comprehensive, objective and fair evaluation of the performance of administrative staff, which needs further improvement and improvement. Therefore, aiming at the complex and difficult work of administrative staff and combining with the present situation of the present performance appraisal system of administrative staff, this paper bases on the new requirements of Zhongshan X Institute's current development strategy goal for administrative staff. Apply the theory and principle of performance appraisal to improve and perfect the performance appraisal system of administrative staff of Zhongshan X University. The specific research contents mainly include the following three aspects: first, according to the current trend of rapid development of higher vocational education and increasingly fierce competition, according to Zhongshan X College, we should strengthen the connotation construction at this stage. This paper puts forward the importance of strengthening the management of administrative human resources to the realization of the strategic goal of the college, especially analyzes the link of the performance appraisal to stimulate the enthusiasm of the administrative human resource staff. An important role in improving efficiency and level of work. Secondly, in view of the present situation that the purpose of assessment is not clear, the form of assessment is too rigid, the setting of evaluation index is not enough, the performance feedback is not enough, and the performance appraisal is a mere form. Apply the basic theory of performance appraisal flexibly, analyze and study the problems in the current performance appraisal scheme, find out the root of the problem, and from the leadership level, The improvement strategies are put forward in three aspects: the administrative staff level and the evaluation organizer level. Finally, according to the improved strategy, the paper reconstructs the appraisal system of the administrative staff of Zhongshan X College, and redesigns the content and weight of the performance appraisal index of the administrative staff.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G717.2

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