高校教学团队绩效评价研究
发布时间：2018-10-25 17:24
【摘要】：教学团队与高水平教师队伍建设是高等学校本科教学质量与教学改革工程中的重要项目。从我国高校教学团队建设与管理的现实需要考虑,对高校教学团队进行科学合理的绩效评价是十分必要的,而如何建立和完善高校教学团队的绩效评价体系则是当前需要解决的关键问题。 在高校教学团队绩效评价中,需根据高校教学团队的目标任务或绩效标准,依照一定的评价原则和评价方法,对高校教学团队及其成员的任务完成情况、目标实现程度以及能力发展情况进行科学合理的综合描述。高校教学团队绩效评价的指标体系应根据团队自身特点和发展规律,从成员个体层面和团队整体层面进行设计。具体做法是,参照企业绩效评价中的平衡记分卡,在分析国家级教学团队遴选要求和高水平教学团队基本特征的基础上,建立高校教学团队的平衡记分卡,并结合已有相关研究成果确定团队层面的绩效评价指标,再借助角色-业绩矩阵确定个体层面的绩效评价指标。结合高校教学团队绩效的影响因素,对于高校教学团队整体,可以从团队组成结构、教学建设与改革、成员学习与发展、团队运行保障四个方面进行评价；对于团队教师个体层面,可以从专业素质、工作业绩和团队精神三个方面进行评价。确定绩效评价指标后,可以采用五等级评价法为每个指标制定相应的评价标准,并依据一定的权重值对各单项指标评判进行综合。层次分析法是一种比较常用的权重确定方法,包括建立层次结构模型、构造比较判断矩阵、计算单排序权重值及一致性检验、计算总排序权重值及一致性检验等基本步骤。为了降低加权计算的难度,可以对指标体系的权重进行适当的取整优化。由于不同类型、不同发展阶段的教学团队具有不同的目标任务和绩效特征,需要根据团队的发展变化不断地修正和完善指标体系,同时根据团队的实际情况来调整指标权重的分配情况。 绩效评价是一个系统而又复杂的过程,需要有针对性地收集绩效信息并进行相应的绩效分析。在实施高校教学团队绩效评价时,应明确高校教学团队建设的目标任务,树立正确的绩效评价观念,营造良好的绩效评价氛围和制定有效的绩效评价保障措施。
[Abstract]:The construction of teaching team and high level teachers is an important project in undergraduate teaching quality and teaching reform project in colleges and universities. It is necessary to carry out scientific and reasonable performance evaluation of teaching teams in colleges and universities from the point of view of the practical needs of the construction and management of teaching teams in colleges and universities in China. How to establish and perfect the performance evaluation system of teaching teams in colleges and universities is the key problem to be solved at present. In the performance evaluation of college teaching team, according to the target task or performance standard of university teaching team, according to certain evaluation principle and evaluation method, the task of university teaching team and its members should be completed. The degree of achievement of the goal and the development of the ability are described in a scientific and reasonable way. The index system of teaching team performance evaluation in colleges and universities should be designed from the individual level and the overall level of the team according to the characteristics of the team and the law of its development. According to the balanced scorecard of enterprise performance evaluation, this paper establishes the balanced scorecard of teaching team in colleges and universities on the basis of analyzing the selection requirements of national teaching team and the basic characteristics of high-level teaching team. Combined with the existing research results to determine the team level performance evaluation indicators, and then with the help of role-performance matrix to determine the individual level of performance evaluation indicators. Combined with the influencing factors of teaching team performance in colleges and universities, we can evaluate the whole teaching team from four aspects: team structure, teaching construction and reform, member learning and development, and team operation guarantee. Team teachers can be evaluated from three aspects: professional quality, work performance and team spirit. After determining the performance evaluation index, the five-grade evaluation method can be used to establish the corresponding evaluation standard for each index, and the evaluation of each single index can be synthesized according to the certain weight value. The Analytic hierarchy process (AHP) is a commonly used method for weight determination, which includes the establishment of a hierarchical structure model, the construction of a comparative judgment matrix, the calculation of the weight value and consistency test of a single sort, and the calculation of the total ranking weight value and consistency test. In order to reduce the difficulty of weighting calculation, the weight of index system can be optimized properly. Due to different types and different development stages of teaching teams have different target tasks and performance characteristics, it is necessary to constantly revise and improve the index system according to the development and changes of the team. At the same time according to the actual situation of the team to adjust the distribution of index weight. Performance evaluation is a systematic and complex process. In implementing the performance evaluation of teaching team in colleges and universities, we should make clear the target task of the construction of teaching team, set up the correct concept of performance evaluation, create a good atmosphere of performance evaluation and formulate effective measures to guarantee the performance evaluation.
【学位授予单位】：武汉理工大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G647.2
本文编号：2294318
[Abstract]:The construction of teaching team and high level teachers is an important project in undergraduate teaching quality and teaching reform project in colleges and universities. It is necessary to carry out scientific and reasonable performance evaluation of teaching teams in colleges and universities from the point of view of the practical needs of the construction and management of teaching teams in colleges and universities in China. How to establish and perfect the performance evaluation system of teaching teams in colleges and universities is the key problem to be solved at present. In the performance evaluation of college teaching team, according to the target task or performance standard of university teaching team, according to certain evaluation principle and evaluation method, the task of university teaching team and its members should be completed. The degree of achievement of the goal and the development of the ability are described in a scientific and reasonable way. The index system of teaching team performance evaluation in colleges and universities should be designed from the individual level and the overall level of the team according to the characteristics of the team and the law of its development. According to the balanced scorecard of enterprise performance evaluation, this paper establishes the balanced scorecard of teaching team in colleges and universities on the basis of analyzing the selection requirements of national teaching team and the basic characteristics of high-level teaching team. Combined with the existing research results to determine the team level performance evaluation indicators, and then with the help of role-performance matrix to determine the individual level of performance evaluation indicators. Combined with the influencing factors of teaching team performance in colleges and universities, we can evaluate the whole teaching team from four aspects: team structure, teaching construction and reform, member learning and development, and team operation guarantee. Team teachers can be evaluated from three aspects: professional quality, work performance and team spirit. After determining the performance evaluation index, the five-grade evaluation method can be used to establish the corresponding evaluation standard for each index, and the evaluation of each single index can be synthesized according to the certain weight value. The Analytic hierarchy process (AHP) is a commonly used method for weight determination, which includes the establishment of a hierarchical structure model, the construction of a comparative judgment matrix, the calculation of the weight value and consistency test of a single sort, and the calculation of the total ranking weight value and consistency test. In order to reduce the difficulty of weighting calculation, the weight of index system can be optimized properly. Due to different types and different development stages of teaching teams have different target tasks and performance characteristics, it is necessary to constantly revise and improve the index system according to the development and changes of the team. At the same time according to the actual situation of the team to adjust the distribution of index weight. Performance evaluation is a systematic and complex process. In implementing the performance evaluation of teaching team in colleges and universities, we should make clear the target task of the construction of teaching team, set up the correct concept of performance evaluation, create a good atmosphere of performance evaluation and formulate effective measures to guarantee the performance evaluation.
【学位授予单位】：武汉理工大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G647.2
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