高等学校教师绩效管问题研究

发布时间：2018-03-27 20:19

本文选题：绩效管理　切入点：高等学校　出处：《东北林业大学》2012年硕士论文

【摘要】：随着全球化、信息化的发展,社会的各类竞争日益加剧,人类进入了一个悄然无息但又影响深远的巨大变革之中。为了生存和发展,各种类型的组织都必须围绕着变革进行变革,高等教育也不例外。高等教育的目的在于为经济和社会发展培养人才,高校教师队伍状况是衡量一所大学水平最具决定性的因素,高素质的教师队伍是实现高校自身良性发展、履行大学职能的重要保障,在激烈的社会变革的过程中,这些都要进行相应的变革。建国之后,我国的高等教育一直处于调整和变革的过程当中,相应地高校的管理模式也进行了适当的调整。高校的管理是多方面的,既包括管理理念的调整,也包括整体的管理制度的变革,以及相应的管理策略的改革等。这些调整和改革是促进高校发展的重要举措,都对高校的发展起到了积极的推动作用。如何建设一支高素质的教师队伍,是高校发展过程的主旋律。拥有高素质教师队伍的关键是建立一套科学、可行的高校教师绩效评价的理论和思路。绩效管理是高校人力资源管理的重要方面,特别是在高校经历深刻变革的背景下,如何开展好绩效管理工作,制定结合实际情况的评价体系,不仅可以激发教师的潜力、提高创新能力、引导教师向更高层次发展,更能以此推进高校更好地发展。因此,高校绩效管理问题引起研究者的广泛兴趣。正是在这样的背景下,本文对处于变革中的高等学校教师绩效管理问题进行研究,笔者在我国文化体制改革与事业单位结构变革的大环境下,提出了一些对高等学校绩效管理问题的观点及看法。本文共分六个部分,第一部分是绪论,内容包括研究背景和研究意义、国内外研究综述、研究内容和主要的研究方法。第二部分是绩效管理的相关概念及理论,分别介绍了绩效及绩效管理的内涵,绩效管理的几个理论,包括目标管理理论,霍哲的绩效管理理论和360度绩效考评法。第三部分是高校绩效管理的现状及存在的问题,包括我国高校绩效管理的现状、高校绩效管理中存在的问题,以及高效绩效管理中问题存在的原因。第四部分是我国高校教师绩效管理指标体系的构建,主要是在分析了高校绩效管理的特点,高校教师绩效管理的目标和原则后,构建了高校教师的绩效指标体系。第五部分是黑龙江S高校的绩效管理系统分析,在了解了该校教师的绩效管理背景后,对该校进行了实证研究。第六部分是提升我国高校绩效管理水平的具体对策
[Abstract]:With the development of globalization and information technology, all kinds of competition in the society are intensifying day by day. Human beings have entered into a great change that has no interest but profound influence. In order to survive and develop, All types of organizations must change around change, and higher education is no exception. The purpose of higher education is to train talents for economic and social development, and the status of university teachers is the most decisive factor in measuring the level of a university. The high-quality teaching staff is an important guarantee to realize the benign development of the university itself and to perform the functions of the university. In the course of the fierce social transformation, these teachers should carry out corresponding changes. After the founding of the people's Republic of China, China's higher education has been in the process of adjustment and reform, and the corresponding management mode of colleges and universities has been adjusted appropriately. The management of colleges and universities is multi-faceted, including the adjustment of management concepts. It also includes the reform of the overall management system and the corresponding management strategy. These adjustments and reforms are important measures to promote the development of colleges and universities. How to build a contingent of high-quality teachers is the main melody of the development process of colleges and universities. The key to having a contingent of high-quality teachers is to establish a set of science. Performance management is an important aspect of human resource management in colleges and universities, especially under the background of profound changes in colleges and universities, how to carry out the performance management work well. The establishment of an evaluation system combined with the actual situation can not only stimulate the potential of teachers, improve their ability to innovate, guide teachers to develop to a higher level, but also promote the better development of colleges and universities. The problem of performance management in colleges and universities has aroused the widespread interest of researchers. It is against this background that this paper studies the performance management of teachers in institutions of higher learning which are in the process of transformation. Under the circumstances of the reform of cultural system and the structural change of institutions of higher learning in our country, This article is divided into six parts: the first part is the introduction, including the research background and significance, the domestic and foreign research review. The second part is about the related concepts and theories of performance management, including the connotation of performance and performance management, several theories of performance management, including the theory of objective management. The third part is the current situation and existing problems of performance management in colleges and universities, including the present situation of performance management in colleges and universities, the problems in performance management in colleges and universities, and the existing problems in performance management in colleges and universities. The fourth part is the construction of the performance management index system of university teachers in our country, mainly after analyzing the characteristics of the performance management in colleges and universities, the objectives and principles of the performance management of university teachers. The fifth part is the analysis of the performance management system of Heilongjiang S University. The sixth part is the concrete countermeasures to improve the performance management level of our country's colleges and universities.
【学位授予单位】：东北林业大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G647.2

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