本文選題：民辦高校 + 教師績效��； 參考：《蘭州交通大學(xué)》2016年碩士論文

【摘要】：伴隨著30余年的改革開放,我國的民辦高等教育得到了迅猛的發(fā)展和長足的進(jìn)步,越來越成為我國高等教育體系的重要組成部分。尤其是國家批準(zhǔn)5所民辦院校具備招收碩士研究生教育資格,更是將我國的民辦高等教育事業(yè)向前推進(jìn)了一大步。但是,長期以來一直困擾著民辦高校發(fā)展的一些問題,諸如師資隊(duì)伍不穩(wěn)定、管理理念、管理水平和管理效率低下等問題依然沒有得到較好的解決。這種現(xiàn)象的存在已經(jīng)與當(dāng)前國家對(duì)民辦高校發(fā)展的要求,以及社會(huì)公眾對(duì)民辦高校的期待不相適應(yīng)。近些年來,隨著社會(huì)的發(fā)展進(jìn)步以及我國高等教育發(fā)展進(jìn)程中出現(xiàn)的一些新情況和新問題,我國高校教師人事制度改革一直在穩(wěn)步推進(jìn),但是,高校教師的績效考核體系特別是民辦院校的教師績效考核體系已經(jīng)與不斷發(fā)展的教育管理體制和教育規(guī)律不相適應(yīng),甚至阻礙學(xué)校的師資隊(duì)伍建設(shè)和管理。因此,如何對(duì)現(xiàn)有的教師績效考核體系進(jìn)行系統(tǒng)的優(yōu)化,以便更好地滿足和適應(yīng)不斷發(fā)展的教育實(shí)際,增強(qiáng)學(xué)校的競(jìng)爭力和凝聚力,就顯得非常關(guān)鍵。本論文在梳理綜述了國內(nèi)外高�？冃Э己死碚摵蛯�(shí)踐成果的基礎(chǔ)上,對(duì)波特—?jiǎng)诶掌谕?lì)理論與綜合期望模型、馬斯洛需要層次理論、弗魯姆期望理論、亞當(dāng)斯的公平理論等績效考核理論進(jìn)行了深入研究。在充分借鑒國內(nèi)外高校教師績效考核成功經(jīng)驗(yàn)的基礎(chǔ)上,以A民辦高校為例,分析了民辦高�？冃Э己说默F(xiàn)狀,剖析了當(dāng)前民辦高�？冃Э己舜嬖诳己四康牟幻鞔_、考核指標(biāo)體系不科學(xué)、受考評(píng)者主觀因素影響、考核結(jié)果反饋不迅速等問題。在此基礎(chǔ)上,結(jié)合A民辦高校實(shí)際,依據(jù)科學(xué)的績效考核理論和方法,從多個(gè)維度對(duì)高校教師尤其是民辦高校教師績效考核問題進(jìn)行分析,以A民辦高校為例提出一套民辦高校績效考核指標(biāo)體系,并論證了體系中各個(gè)指標(biāo)所能達(dá)到的目的以及起到的作用。在確立了高�？冃Э己酥笜�(biāo)體系基礎(chǔ)上,提出了A民辦高校教師績效考核的考核方式,確立了考核主體,建立了考核方法,設(shè)計(jì)了考核周期,規(guī)劃了考核過程,給出了實(shí)施方法,并設(shè)立了配套措施。最后,通過對(duì)A民辦高�？冃Э己酥笜�(biāo)體系進(jìn)行優(yōu)化,實(shí)現(xiàn)績效考核的良好互動(dòng)效應(yīng),即績效考核既有利于學(xué)校目標(biāo)和戰(zhàn)略的實(shí)現(xiàn),也能很好的促進(jìn)教師自身的發(fā)展;建立多元化、多角度、復(fù)合型績效管理體系,最大可能做到考核的公平、公正、科學(xué)、合理;通過真正360度全面考核,達(dá)成提高高校教師為國家和社會(huì)培養(yǎng)德才兼?zhèn)涞母咚刭|(zhì)人才的使命感。希望本文研究成果不僅有利于促進(jìn)A民辦高校學(xué)校自身辦學(xué)目標(biāo)和戰(zhàn)略定位的實(shí)現(xiàn),也能為同類院校尤其西北地區(qū)兄弟院校提供借鑒。
[Abstract]:With more than 30 years of reform and opening up, China's private higher education has been rapid development and rapid progress, more and more become an important part of our higher education system. In particular, 5 private colleges approved by the state have the qualification to enroll master's graduate students, which has pushed forward the cause of private higher education in our country a big step forward. However, for a long time, the development of private colleges and universities has been plagued by some problems, such as unstable teaching staff, management concept, management level and management efficiency are still not well resolved. The existence of this phenomenon has not been adapted to the demand of the development of private colleges and universities and the expectation of the public. In recent years, with the development and progress of society and some new situations and problems in the development of higher education in our country, the reform of the personnel system of teachers in colleges and universities in our country has been advancing steadily, but, The performance appraisal system of university teachers, especially that of private colleges and universities, has not been adapted to the continuous development of educational management system and educational laws, and even hindered the construction and management of teachers in schools. Therefore, how to optimize the existing teacher performance appraisal system in order to better meet and adapt to the continuous development of education, enhance the competitiveness and cohesion of schools, it is very critical. On the basis of combing and summarizing the theory and practice of performance appraisal at home and abroad, this paper discusses the theory of expectation incentive and the model of comprehensive expectation, Maslow needs hierarchy theory, Fromm expectation theory. Adams' fair theory and other performance appraisal theory are studied in depth. Based on the successful experience of teachers' performance appraisal at home and abroad, this paper analyzes the present situation of performance appraisal in private colleges and universities, and analyzes that the purpose of performance appraisal of private colleges and universities is not clear. The evaluation index system is not scientific, affected by the subjective factors of the examiner, and the feedback of the examination result is not quick. On this basis, combined with the reality of A private colleges and universities, according to the scientific theory and method of performance appraisal, this paper analyzes the performance appraisal of college teachers, especially private university teachers, from several dimensions. Taking private colleges and universities as an example, this paper puts forward a set of performance evaluation index system of private colleges and universities, and demonstrates the purpose and function of each index in the system. On the basis of establishing the index system of performance appraisal in colleges and universities, this paper puts forward the performance appraisal method of teachers in private colleges and universities, establishes the main body, establishes the assessment method, designs the appraisal cycle, and plans the appraisal process. The implementation method is given, and the supporting measures are set up. Finally, by optimizing the performance appraisal index system of private colleges and universities, we can realize the good interactive effect of performance appraisal, that is, performance appraisal is not only conducive to the realization of school goals and strategies, but also can promote the development of teachers themselves. To establish a pluralistic, multi-angle, composite performance management system, to maximize the possibility of fair, just, scientific and reasonable assessment; through a truly 360-degree comprehensive assessment, To improve the sense of mission of college teachers to cultivate high-quality talents with both morality and ability for the country and society. It is hoped that the research results of this paper can not only promote the realization of the goal and strategic orientation of the private colleges and universities themselves, but also provide reference for the similar colleges and universities, especially those in the northwest region.
【學(xué)位授予單位】：蘭州交通大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2016
【分類號(hào)】：G647.2

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本文編號(hào)：1948260