本文關(guān)鍵詞： 高校 管理人員 績(jī)效考核 AHP-模糊綜合評(píng)判　出處：《長(zhǎng)江大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著知識(shí)經(jīng)濟(jì)和經(jīng)濟(jì)全球化的到來(lái),人才的競(jìng)爭(zhēng)變得愈發(fā)激烈,作為培養(yǎng)高層次、高素質(zhì)人才的高等學(xué)校,同樣也面臨著前所未有的發(fā)展機(jī)遇和挑戰(zhàn)。上世紀(jì)90年代初,人們逐漸對(duì)人力資源管理理論及其實(shí)踐研究愈加重視起來(lái),績(jī)效管理逐漸發(fā)展成為一個(gè)被人們廣泛認(rèn)可的人力資源管理行為。隨著我國(guó)科教興國(guó)戰(zhàn)略的不斷深入,高等教育發(fā)展迅猛,作為高校重要人力資源組成部分的管理人員,肩負(fù)著服務(wù)全校師生的重任,其管理水平的高低也愈發(fā)顯得至關(guān)重要。高等學(xué)校不同于企業(yè),如何把企業(yè)中的績(jī)效管理的好的做法運(yùn)用到高校,不斷加強(qiáng)高校行政管理人員的績(jī)效考核,提高管理人員隊(duì)伍整體素質(zhì),合理地衡量出管理人員的業(yè)績(jī)和工作效率,進(jìn)一步激發(fā)其工作熱情,提高其工作能力及工作效率,對(duì)促進(jìn)高等學(xué)校教育事業(yè)的全而健康發(fā)展具有重大意義。從當(dāng)前的我國(guó)高校人事制度改革現(xiàn)實(shí)情況來(lái)看,設(shè)崗是前提,分配是手段,聘任是關(guān)鍵,考核是保證。雖然我國(guó)高等教育改革發(fā)展思路相對(duì)明晰,但不可否認(rèn),現(xiàn)代化的人力資源管理技術(shù)及手段還是比較缺乏的。尤其是隨著教育大發(fā)展及改革的不斷深入,對(duì)管理人員考核工作的規(guī)范化、科學(xué)化、制度化水平要求越來(lái)越高。 行政管理人員在高校內(nèi)部是一個(gè)比較特殊的群體,因其工作的復(fù)雜性和不易衡量性,使得這一群體的工作實(shí)績(jī)考核難度很大,一直以來(lái)是教育界爭(zhēng)相研究和爭(zhēng)論的焦點(diǎn)。本論文理論和實(shí)踐兩個(gè)層面開展研究,首先從績(jī)效考核的相關(guān)理論入手,論述了績(jī)效的內(nèi)涵及特性,績(jī)效考核的原則、方法等,著力將績(jī)效考核的理論引入到高校管理人員績(jī)效考核實(shí)際中。針對(duì)高校管理人員的特點(diǎn),以蘭州城市學(xué)院管理人員為研究對(duì)象開展了實(shí)地調(diào)研,通過(guò)走訪、問(wèn)卷調(diào)查等形式的調(diào)研,并在參閱大量文獻(xiàn)資料的基礎(chǔ)之上,闡述了當(dāng)前我國(guó)高校管理人員績(jī)效考核的現(xiàn)狀,對(duì)存在的問(wèn)題進(jìn)行了深層次的剖析,對(duì)指標(biāo)體系設(shè)計(jì)、管理人員素質(zhì)要求、考核技術(shù)的選擇、考核方案的設(shè)計(jì)實(shí)施及結(jié)果的反饋驗(yàn)證等內(nèi)容進(jìn)行了深入地探討,在此基礎(chǔ)之上,結(jié)合蘭州城市學(xué)院及當(dāng)前高校管理人員現(xiàn)狀,從管理人員“德、能、勤、績(jī)、廉”五個(gè)大的方面重新設(shè)計(jì)出相應(yīng)指標(biāo),并運(yùn)用AHP層次分析方法對(duì)各指標(biāo)賦予了新的權(quán)重,從而保證了新考核體系的科學(xué)性,成功構(gòu)建了高校管理人員績(jī)效考核指標(biāo)體系。最后基于模糊綜合評(píng)判數(shù)學(xué)模型,運(yùn)用新建考核指標(biāo)體系對(duì)蘭州城市學(xué)院的一名中層管理人員進(jìn)行了績(jī)效考核實(shí)踐檢驗(yàn)。
[Abstract]:With the advent of knowledge economy and economic globalization, the competition for talents becomes more and more fierce. As a college for training high-level and high-quality talents, colleges and universities are also facing unprecedented opportunities and challenges. In the beginning of -10s, colleges and universities are facing unprecedented development opportunities and challenges. People pay more and more attention to the theory and practice of human resource management, and the performance management has gradually developed into a widely recognized human resource management behavior. The development of higher education is swift and violent. As an important part of human resources in colleges and universities, the administrators shoulder the important task of serving the teachers and students of the whole school, and the level of their management level becomes more and more important. How to apply the good practice of performance management in enterprises to colleges and universities, to continuously strengthen the performance appraisal of university administrators, to improve the overall quality of the management team, and to reasonably measure the performance and working efficiency of the managers. It is of great significance to further stimulate their enthusiasm, improve their working ability and work efficiency, and promote the overall and healthy development of the cause of higher education. From the current reality of personnel system reform in colleges and universities in China, the establishment of posts is the prerequisite. Distribution is the means, employment is the key, and assessment is the guarantee. Although the train of thought for the reform and development of China's higher education is relatively clear, there is no denying that, The modern technology and means of human resource management are still lacking, especially with the development of education and the deepening of reform, the standard, scientific and institutionalized level of management assessment is becoming more and more high. Administrators are a special group in colleges and universities. Because of the complexity and difficulty of measuring their work, it is very difficult to assess the performance of the work of this group. It has always been the focus of research and controversy in education circles. This paper has carried out research on two levels: theory and practice. Firstly, it discusses the connotation and characteristics of performance, the principles and methods of performance appraisal, and so on, starting with the relevant theories of performance appraisal. This paper introduces the theory of performance appraisal into the practice of performance appraisal of university administrators. In view of the characteristics of university administrators, the author takes the managers of Lanzhou City College as the research object to carry out field research, and through visits, In the form of questionnaire investigation and on the basis of consulting a large number of documents, this paper expounds the present situation of performance appraisal of administrators in colleges and universities in our country, analyzes the existing problems deeply, designs the index system. The quality requirements of managers, the selection of assessment techniques, the design and implementation of assessment schemes and the feedback verification of the results are discussed in depth. On this basis, the present situation of managers in Lanzhou City College and the current university management is combined. This paper redesigns the corresponding index from five aspects of management "morality, ability, diligence, achievement and honesty", and gives new weight to each index by using AHP analytic hierarchy process method, thus ensuring the scientific nature of the new examination system. Finally, based on the fuzzy comprehensive evaluation mathematical model, the performance appraisal practice of a middle-level manager in Lanzhou City College is tested by using the new evaluation index system.
【學(xué)位授予單位】：長(zhǎng)江大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：G647.1

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