南昌工学院教师绩效考核体系研究

发布时间：2018-05-27 18:31

本文选题：绩效考核 + 教师　；参考：《南昌大学》2012年硕士论文

【摘要】：近年来,随着全球经济一体化进程的不断加速,知识经济时代对我国高等教育的发展提出了新的理念和要求,而民办高校的发展和壮大对于促进我国高等教育发展的作用已经越来越显著和重要。众所周知,民办高校的发展关键在于“人才培养”,如何建立起一套具有“创新体制机制和育人模式”的人才培养方案,对于民办高校的发展具有决定性作用。而高校“人才培养”的主体是教师,因此打造一支结构合理、水平较高、人员稳定的师资队伍是增强民办高校竞争力的关键因素。这就要求民办高校必须建立一套科学、合理、有效的绩效考核体系来加强师资队伍建设。本文试图通过对南昌工学院教师绩效考核体系研究,建立起一套科学、合理、有效的教师绩效考核体系’,通过提升教师个人绩效,来提升学校整体绩效,增强南昌工学院的竞争力。本文以绩效考核的相关理论和研究方法为出发点,根据南昌工学院教师绩效考核的现状,以及存在的问题进行了深入的分析,通过设计绩效考核的主体、优化目标和考核方法,确定了教师绩效考核体系中综合素质、教学工作、科研工作和其他工作四个一级指标和十二个二级指标,并通过发放调查表的形式,广泛征求了专家和教师的意见,明确了绩效考核指标和主体的权重分布,最终设计出一套适合南昌工学院自身的教师绩效考核体系。该教师绩效考核体系对南昌工学院投资者和管理者具有较大的现实参考意义。
[Abstract]:In recent years, with the acceleration of the process of global economic integration, the era of knowledge economy has put forward new ideas and requirements for the development of higher education in China. The development and expansion of private colleges and universities have played a more and more important role in promoting the development of higher education in China. As we all know, the key to the development of private colleges lies in the cultivation of talents. How to set up a set of talents training programs with "innovative system mechanism and mode of educating people" plays a decisive role in the development of private colleges and universities. The main body of "talent training" in colleges and universities is teachers, so it is the key factor to strengthen the competitiveness of private colleges and universities to build a reasonable structure, high level and stable staff. This requires private colleges to establish a scientific, reasonable and effective performance appraisal system to strengthen the construction of teachers. This paper attempts to establish a scientific, reasonable and effective teacher performance appraisal system by studying the teacher performance appraisal system of Nanchang Institute of Technology, and to improve the overall performance of the school by improving the teachers' personal performance. Enhance the competitiveness of Nanchang Institute of Technology. Based on the relevant theories and research methods of performance appraisal, this paper analyzes the current situation and existing problems of teachers' performance appraisal in Nanchang Institute of Technology, designs the main body of performance appraisal, and optimizes the objectives and methods of performance appraisal. The comprehensive quality, teaching work, scientific research and other work in the system of teacher performance appraisal have been determined by four first-level indicators and twelve second-level indicators, and the opinions of experts and teachers have been extensively sought through the form of questionnaires, Finally, a set of teachers' performance appraisal system suitable for Nanchang Institute of Technology is designed. The teacher performance appraisal system is of great practical significance to the investors and managers of Nanchang Institute of Technology.
【学位授予单位】：南昌大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G717.2

【参考文献】