某公安高校人力资源绩效考评体系研究与设计

发布时间：2018-02-27 02:24

本文关键词： 人力资源绩效考评考评体系公安院校　出处：《国防科学技术大学》2004年硕士论文　论文类型：学位论文

【摘要】：人力资源绩效考评是人力资源管理的核心部分,如何设计和建立一套科学、合理、完善的绩效考评体系,对国内的公安院校来讲是一个新颖而十分重大的课题。本文从我国公安院校人力资源管理的实际情况出发,运用管理学、行政学、经济学等的有关知识和人力资源绩效考评的基本理论,对某公安高校的原有绩效考评进行了深入的分析,揭示了某公安高校在绩效考评上存在的主要问题是定位的模糊与偏差、考评流程的不完整、考评指标体系的不健全、考评的分类不恰当、考评标准不明确、考评方法的运用不妥、考评周期的设置不尽合理、考评等级偏少,考评没能起到激励教职员工奋发向上、加强学校领导和下属的沟通、为教职工的职业发展提供指导、加强学校人力资源管理和提高学校竞争力的作用。本文针对某公安高校绩效考评中存在的问题,根据绩效考评的理论,构建了由考评计划系统、考评实施系统、考评反馈系统和考评结果应用系统等组成的人力资源绩效考评体系,使整个绩效考评形成了一个完整的理论体系和工作体系。公安院校的人力资源绩效考评体系的建立是一项复杂而重要的工作,我国绝大多数公安院校尚处于起步和探索阶段,在实施绩效考评时都存在类似的问题。因此,本文试图通过对某公安高校人力资源绩效考评现状的分析研究和人力资源绩效考评体系的构建,努力探索我国公安院校人力资源绩效考评的科学合理方法和途径。
[Abstract]:The performance appraisal of human resource is the core part of human resources management, how to design and establish a scientific, reasonable, perfect performance appraisal system, the domestic police colleges is a new and important subject. This article from the actual situation of human resource management in Public Security Colleges of our country, the use of management and administration the basic theory, knowledge and performance evaluation of human resource economics. So, the original performance evaluation of a public security university conducted in-depth analysis, reveals the main problems existing in the public security university performance evaluation is fuzzy and deviation positioning, the evaluation process is not complete, the evaluation index system is not perfect, evaluation the classification is not appropriate, evaluation standard is not clear, the evaluation methods of improper use, evaluation cycle set unreasonable evaluation level is low, evaluation failed to motivate staff to make progress On the other hand, we should strengthen the communication between school leaders and subordinates, provide guidance for the professional development of the teachers, strengthen the management of human resources and improve the competitiveness of the school.
Aiming at some problems in the performance evaluation of public security colleges, according to the theory of performance evaluation, constructs the evaluation plan system, the implementation of evaluation system, evaluation feedback system and evaluation result application system composed of human resource performance evaluation system, the performance appraisal has formed a complete theoretical system and the work system.
The establishment of human resource performance evaluation system of public security colleges is a complex and important work, most of the public security in China is still in the initial stage, similar problems exist in the implementation of the performance evaluation. Therefore, this paper attempts to construct the human resources performance evaluation of the status quo of College Public Security research and analysis of the human resources the performance appraisal system, to explore the scientific and reasonable ways and means of human resource performance evaluation of China's public security institutions.

【学位授予单位】：国防科学技术大学
【学位级别】：硕士
【学位授予年份】：2004
【分类号】：D631.15

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