本文選題：民辦高校 + 學(xué)生管理人員　； 參考：《山東理工大學(xué)》2017年碩士論文

【摘要】：在現(xiàn)代人力資源管理實(shí)踐中,績效考核扮演著十分重要作用的角色�？冃Э己司哂惺种匾淖饔�,促進(jìn)考核單位實(shí)現(xiàn)戰(zhàn)略目標(biāo),提高員工工作效率、促進(jìn)考核單位內(nèi)部團(tuán)結(jié),推動考核單位的經(jīng)濟(jì)效益及社會效益雙贏,進(jìn)而建立公平的獎懲制度。因此,設(shè)計科學(xué)的學(xué)生管理人員績效考核體系,是民辦高校持續(xù)發(fā)展并實(shí)現(xiàn)戰(zhàn)略目標(biāo)的重要措施。本文以WSFY民辦高校學(xué)生管理人員績效考核體系作為研究對象,結(jié)合現(xiàn)代績效考核相關(guān)理論,通過文獻(xiàn)研究、現(xiàn)狀調(diào)查和數(shù)據(jù)統(tǒng)計分析等研究方法,發(fā)現(xiàn)WSFY民辦高校在學(xué)生管理人員績效考核中存在著績效考核指標(biāo)不科學(xué)、激勵機(jī)制不完善、考核溝通與反饋機(jī)制不完善、績效考核制度不完善等一系列問題,進(jìn)而影響到了績效考核的效能。在選題的研究過程中,論文引入了績效考核理論作為研究基礎(chǔ),深入分析了WSFY民辦高校的學(xué)生管理人員績效考核現(xiàn)狀,并且發(fā)現(xiàn)了績效考核過程中所存在的諸多問題,針對性地提出相應(yīng)的發(fā)展方向。在WSFY民辦高校的學(xué)生管理人員績效考核評價過程中,論文引入了層次分析數(shù)據(jù)模型,構(gòu)建了績效考核評價模型,為后續(xù)的績效考核完善指明了方向。最后,結(jié)合在實(shí)踐過程中暴露的問題與不足,針對性地提出了相應(yīng)完善措施,致力于促進(jìn)民辦高校學(xué)生管理人員配套績效考核工作的發(fā)展,設(shè)定了科學(xué)的評定指標(biāo)、構(gòu)建了完善的績效考核體制,并針對具體績效考核工作推進(jìn)過程中的溝通與申訴等核心問題展開了具體研究,并且致力于民辦高校管理文化建設(shè)、加強(qiáng)人才培訓(xùn)工作進(jìn)行績效考核體系的合理分工、加強(qiáng)院校管理體系銜接與協(xié)同,為構(gòu)建良好的績效考核氛圍打下基礎(chǔ)。
[Abstract]:In modern human resource management practice, performance appraisal plays a very important role. Performance appraisal plays a very important role in promoting the evaluation unit to realize the strategic goal, to improve the efficiency of the staff, to promote the internal unity of the assessment unit, and to promote the economic and social benefits of the assessment unit to a win-win situation. And then establish a fair system of rewards and punishments. Therefore, it is an important measure to design a scientific performance appraisal system of student management personnel for the sustainable development of private universities and the realization of strategic objectives. This paper takes the performance appraisal system of WSFY private colleges and universities as the research object, combined with the relevant theories of modern performance appraisal, through literature research, current situation investigation and data statistical analysis and other research methods. It is found that there are a series of problems such as unscientific performance appraisal index, imperfect incentive mechanism, imperfect assessment communication and feedback mechanism, imperfect performance appraisal system and so on in WSFY private colleges and universities. Then it affects the efficiency of performance appraisal. In the course of selecting the topic, the paper introduces the theory of performance appraisal as the research basis, deeply analyzes the current situation of the performance appraisal of student managers in WSFY private universities, and finds many problems in the process of performance appraisal. Pointed out the corresponding development direction. In the process of WSFY student management performance evaluation, the paper introduces the hierarchical analysis data model, constructs the performance evaluation model, and points out the direction for the further improvement of performance appraisal. Finally, combined with the problems and shortcomings exposed in the process of practice, the corresponding improvement measures are put forward to promote the development of the matching performance appraisal work of student administrators in private colleges and universities, and set up scientific evaluation indicators. This paper constructs a perfect performance appraisal system, and focuses on the core issues of communication and complaint in the process of promoting performance appraisal, and devotes itself to the construction of management culture in private colleges and universities. It is necessary to strengthen the rational division of labor in the performance appraisal system and to strengthen the cohesion and coordination of the management system in colleges and universities so as to lay the foundation for the establishment of a good performance appraisal atmosphere.
【學(xué)位授予單位】：山東理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：G647

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本文編號：1821452