本文選題：績(jī)效考核 + 輔導(dǎo)員��； 參考：《廣東財(cái)經(jīng)大學(xué)》2017年碩士論文

【摘要】：隨著我國(guó)高等教育改革的深入推進(jìn),高校規(guī)模的不斷擴(kuò)大,高校面臨的管理壓力和難度不斷加大。輔導(dǎo)員是高校管理中的一支重要隊(duì)伍,擔(dān)負(fù)著大學(xué)生的思想政治教育、日常管理、心理健康教育和就業(yè)教育等一系列工作,其管理水平直接關(guān)系著高校的管理水平。為提高教育質(zhì)量和管理水平,許多高校將績(jī)效管理引入高校管理中,對(duì)行政管理人員、輔導(dǎo)員隊(duì)伍、教輔隊(duì)伍等進(jìn)行績(jī)效考核。但目前,國(guó)內(nèi)高校尚缺乏公認(rèn)且完整的績(jī)效考核管理體系。其績(jī)效管理體系更多的借助企業(yè)績(jī)效管理模式,多流于形式,缺乏實(shí)施的可行性和可測(cè)量性。本研究將績(jī)效考核與高校輔導(dǎo)員工作相結(jié)合,旨在提升輔導(dǎo)員考核的科學(xué)性和可操作性,進(jìn)而提升輔導(dǎo)員的管理能力和水平,促進(jìn)人才培養(yǎng)質(zhì)量的提升。本研究首先闡述了績(jī)效考核的相關(guān)理論,為后續(xù)的研究提供理論指導(dǎo);其次采用文獻(xiàn)研究法、問(wèn)卷調(diào)查法、案例研究法、訪談法等研究方法,對(duì)Z學(xué)院輔導(dǎo)員的績(jī)效考核現(xiàn)狀、存在的問(wèn)題等進(jìn)行研究,通過(guò)文獻(xiàn)研究法對(duì)國(guó)內(nèi)外輔導(dǎo)員績(jī)效考核的現(xiàn)狀進(jìn)行梳理,通過(guò)問(wèn)卷調(diào)查法和訪談法對(duì)Z學(xué)院輔導(dǎo)員績(jī)效考核存在的問(wèn)題進(jìn)行剖析;第三,通過(guò)對(duì)Z學(xué)院輔導(dǎo)員崗位進(jìn)行系統(tǒng)重構(gòu),績(jī)效考核體系進(jìn)行優(yōu)化設(shè)計(jì),并構(gòu)建模糊矩陣模型進(jìn)行實(shí)證分析和驗(yàn)證;最后提出從績(jī)效考核等級(jí)、考核結(jié)果反饋與應(yīng)用、崗位調(diào)整等方面進(jìn)行Z學(xué)院輔導(dǎo)員的績(jī)效考核體系的優(yōu)化與應(yīng)用措施。
[Abstract]:With the deepening of the reform of higher education in our country, the scale of colleges and universities is expanding, and the pressure and difficulty of university management are increasing. Counselors are an important team in the management of colleges and universities. They are responsible for a series of work such as ideological and political education, daily management, mental health education and employment education of college students, and their management level is directly related to the management level of colleges and universities. In order to improve the education quality and management level, many colleges and universities introduce the performance management into the university management, and carry on the performance appraisal to the administrative management personnel, the instructor troop, the teaching assistant team and so on. But at present, the domestic colleges and universities still lack the accepted and complete performance appraisal management system. Its performance management system relies more on the enterprise performance management model, which is short of feasibility and measurability. This study combines the performance appraisal with the work of college counselors in order to improve the scientificity and maneuverability of the assessment of counselors, and then improve the management ability and level of counselors, and promote the quality of talent training. This research first elaborated the performance appraisal related theory, provided the theory instruction for the follow-up research; secondly, adopted the literature research method, the questionnaire survey method, the case study method, the interview method and so on research method, to Z college counselors' performance appraisal present situation, Through literature research on the status quo of counselors' performance appraisal at home and abroad, through questionnaire survey and interviews to Z college counselors' performance evaluation problems are analyzed; third, Through the system reconstruction of counselors in Z college, the performance appraisal system is optimized and designed, and the fuzzy matrix model is constructed for empirical analysis and verification. Finally, the feedback and application of the evaluation results from the performance appraisal level are put forward. Position adjustment and other aspects of Z college counselors performance evaluation system optimization and application measures.
【學(xué)位授予單位】：廣東財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：G647.2

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