本文選題：績效管理 + 民辦高校��； 參考：《湖南師范大學(xué)》2013年碩士論文

【摘要】：作為我國高等教育體系中重要組成部分的民辦高校,經(jīng)過多年的發(fā)展,不僅在數(shù)量上已經(jīng)形成了一定規(guī)模,而且在教學(xué)質(zhì)量上逐步得到社會的認(rèn)可,成為我國高等教育體系中具有一定結(jié)構(gòu)、層次和辦學(xué)特色的重要力量,為培養(yǎng)實(shí)用型人才和促進(jìn)我國高等教育大眾化做出了積極貢獻(xiàn)。然而由于政策和環(huán)境的限制,民辦高校的發(fā)展同樣面臨嚴(yán)峻的挑戰(zhàn),仍然存在著不可避免的現(xiàn)實(shí)困難,其中師資隊(duì)伍建設(shè)和管理是影響民辦高校能否可持續(xù)發(fā)展的首要因素,已成為如何提高民辦高校自身核心競爭力的重要研究內(nèi)容。 本文試圖在民辦高等教育快速發(fā)展壯大背景下,將人力資源管理中的績效管理引入到民辦高校體育教師績效管理中,通過文獻(xiàn)資料法,問卷調(diào)查法,訪談法以及數(shù)理統(tǒng)計(jì)法,分析了湖南省目前的民辦高校的績效管理的現(xiàn)狀,得出：績效管理在湖南省民辦高校體育教師管理中是可行的,但在具體管理上存在管理層和被管理者兩方面問題。其問題的主要存在原因,主要來至學(xué)校管理層缺乏對績效管理的認(rèn)識,在進(jìn)行績效考核時(shí)目標(biāo)不明確,內(nèi)容方式單一,考核的結(jié)果主觀色彩濃烈,而且結(jié)果還缺乏分析與反饋。從而筆者在績效管理理論的基礎(chǔ)上,提出了針對民辦高校體育教師績效管理的建議。 筆者期望通過好的建議,促進(jìn)教師不斷成長與發(fā)展,為實(shí)現(xiàn)民辦高校的戰(zhàn)略目標(biāo),使其擁有一定的可持續(xù)發(fā)展能力,以及推動民辦高等教育的不斷發(fā)展和壯大提供一定的理論和實(shí)踐依據(jù)。
[Abstract]:As an important part of China's higher education system, private colleges and universities, after years of development, have not only formed a certain scale in terms of quantity, but also have been gradually recognized by the society in terms of teaching quality. It has become an important force with certain structure, level and characteristics of running a school in our higher education system, and has made positive contributions to cultivate practical talents and promote the popularization of higher education in our country. However, due to the restrictions of policy and environment, the development of private colleges and universities is also facing severe challenges, there are still inevitable practical difficulties, among which the construction and management of teachers is the primary factor that affects the sustainable development of private colleges and universities. It has become an important research content of how to improve the core competitiveness of private colleges and universities. Under the background of the rapid development of private higher education, this paper attempts to introduce the performance management of human resource management into the performance management of PE teachers in private colleges and universities, through the methods of literature, questionnaire, interview and mathematical statistics. This paper analyzes the current situation of performance management in private colleges and universities in Hunan Province, and concludes that performance management is feasible in the management of PE teachers in private colleges and universities in Hunan Province, but there are two problems in the concrete management of the performance management. The main reasons for the problems are the lack of understanding of performance management in school management, the lack of clear objectives in performance appraisal, the single way of content, the strong subjective color of the results, and the lack of analysis and feedback. On the basis of the theory of performance management, the author puts forward some suggestions for the performance management of PE teachers in private colleges and universities. The author expects to promote teachers' growth and development through good suggestions, so as to achieve the strategic goal of private colleges and universities, so that they have a certain capacity for sustainable development. And to promote the continuous development and expansion of private higher education to provide a certain theoretical and practical basis.
【學(xué)位授予單位】：湖南師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：G647.2;G807.4

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