發(fā)布時(shí)間：2018-02-01 14:16

  本文關(guān)鍵詞： 高校輔導(dǎo)員 績(jī)效考核 優(yōu)化　出處：《西北大學(xué)》2013年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：高校輔導(dǎo)員是高校教師和管理干部隊(duì)伍的重要組成部分,也是高校實(shí)施人力資源管理中的一個(gè)特殊的對(duì)象,當(dāng)前高校的現(xiàn)狀主要是“80后”輔導(dǎo)員面對(duì)“90后”大學(xué)生,新時(shí)期輔導(dǎo)員工作除了存在著工作時(shí)間無(wú)界、工作內(nèi)容抽象復(fù)雜、工作影響輻射面大、部分工作效果隱蔽、受到雙重領(lǐng)導(dǎo)等傳統(tǒng)特點(diǎn)外,還必須考慮到工作對(duì)象的特殊性和時(shí)代性,即“受眾”的特點(diǎn)。面對(duì)新的受眾和新的問(wèn)題,很多高校對(duì)績(jī)效考核的重視程度都在逐步加大,但實(shí)踐水平有待提高,實(shí)際操作層面的問(wèn)題還比較多。因此,針對(duì)高校的各自特點(diǎn),構(gòu)建一套符合高校戰(zhàn)略目標(biāo)和要求,有針對(duì)性、有應(yīng)用普遍性的行之有效的輔導(dǎo)員績(jī)效考核優(yōu)化體系,是當(dāng)前高校人力資源管理制度改革中的一項(xiàng)重要的研究課題。 筆者根據(jù)績(jī)效考核相關(guān)理論并結(jié)合自己從事大學(xué)輔導(dǎo)員多年工作的經(jīng)驗(yàn),主要針對(duì)新時(shí)期高校輔導(dǎo)員的績(jī)效考核存在的問(wèn)題進(jìn)行了探究,系統(tǒng)的分析了高校輔導(dǎo)員的崗位職責(zé),有針對(duì)性的修改和補(bǔ)充了《大學(xué)輔導(dǎo)員崗位說(shuō)明書(shū)》,重建了輔導(dǎo)員績(jī)效考核體系,并確定了各指標(biāo)的權(quán)重系數(shù),對(duì)績(jī)效考核進(jìn)行了優(yōu)化研究,構(gòu)建了適合當(dāng)前高校輔導(dǎo)員績(jī)效考核的指標(biāo)體系,提出了重視績(jī)效考核結(jié)果的反饋和運(yùn)用的措施。本文旨在建立一套科學(xué)合理、貼近新時(shí)期高校實(shí)際情況的績(jī)效考核體系,希望能夠?yàn)檩o導(dǎo)員崗位工作盡微薄之力。
[Abstract]:College counselors are an important part of the contingent of university teachers and management cadres, and are also a special object in the implementation of human resources management in colleges and universities. The present situation of colleges and universities is mainly that the post-80s counselors face the post-90s college students. In the new period, the counselors work in addition to the unbounded working hours, the work content is abstract and complex, and the work has a large impact on the radiation. In addition to the traditional characteristics such as covert work effect and double leadership, we must also take into account the particularity and epochal character of the working object, that is, the characteristics of the "audience", and face the new audience and new problems. Many colleges and universities pay more attention to performance appraisal, but the practical level needs to be improved, and there are still many practical problems. Therefore, aiming at the respective characteristics of colleges and universities. Build a set of college strategic objectives and requirements, targeted, universal application of effective evaluation and optimization system for the performance of counselors. It is an important research topic in the reform of human resources management system in colleges and universities. Based on the theory of performance appraisal and the experience of college counselors for many years, the author mainly explores the problems in the performance appraisal of college counselors in the new period. This paper systematically analyzes the post responsibility of college counselors, modifies and supplements the College counselors' Job description, reconstructs the counselors' performance appraisal system, and determines the weight coefficient of each index. This paper studies the optimization of performance appraisal, constructs the index system suitable for the current performance appraisal of college counselors, and puts forward some measures to pay attention to the feedback and application of the results of performance appraisal. The purpose of this paper is to establish a set of scientific and reasonable. The performance appraisal system, which is close to the actual situation of colleges and universities in the new period, hopes to contribute to the work of counselors.
【學(xué)位授予單位】：西北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：G647.2

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