本文選題：獨(dú)立學(xué)院 + 績(jī)效管理　； 參考：《南昌大學(xué)》2013年碩士論文

【摘要】：我國的高校教師績(jī)效評(píng)價(jià)初始于上個(gè)世紀(jì)50年代,起步相對(duì)較早,但在文革的影響下,一度停滯不前,直到文革后才得以恢復(fù)。此后的十年中,在國家教育教學(xué)體制改革的大力推動(dòng)下,我國的高校教師評(píng)價(jià)工作取得了較快的發(fā)展,逐步實(shí)現(xiàn)由外延發(fā)展向內(nèi)涵發(fā)展不斷轉(zhuǎn)型,這不僅對(duì)于全國的高校是一個(gè)發(fā)展的機(jī)遇,更是對(duì)于新形勢(shì)辦學(xué)理念下產(chǎn)生的獨(dú)立學(xué)院而言,也是一次前所未有的挑戰(zhàn)與機(jī)遇。因此,研究獨(dú)立學(xué)院教師績(jī)效評(píng)價(jià)體系的構(gòu)建具有重要的理論價(jià)值和實(shí)踐意義。 本文針對(duì)我國目前獨(dú)立學(xué)院教師績(jī)效評(píng)價(jià)的現(xiàn)狀,重點(diǎn)圍繞NK學(xué)院的教師進(jìn)行客觀績(jī)效評(píng)價(jià)開展研究,對(duì)教師在教學(xué)工作、科研工作、人才培養(yǎng)、綜合素質(zhì)等多個(gè)角度上進(jìn)行綜合評(píng)價(jià)。在結(jié)構(gòu)上共分為六章,其中,第一章是導(dǎo)論；第二章是教師績(jī)效評(píng)價(jià)理論概述；第三章是NK學(xué)院教師績(jī)效評(píng)價(jià)的現(xiàn)狀分析；第四章是NK學(xué)院教師績(jī)效評(píng)價(jià)體系的建立；第五章是NK學(xué)院教師績(jī)效評(píng)價(jià)體系實(shí)施的保障措施；第六章是結(jié)論與展望。 本文在對(duì)NK學(xué)院現(xiàn)有的教師績(jī)效評(píng)價(jià)體系的介紹下,運(yùn)用層次分析法和模糊綜合評(píng)價(jià)法,建立出一套更為完善的適合NK學(xué)院開展實(shí)施的教師績(jī)效評(píng)價(jià)體系。它一方面為該學(xué)院的人力資源管理的決策提供一定的信息支持,另一方面也為其他獨(dú)立學(xué)院開展教師績(jī)效評(píng)價(jià)提供了一定的借鑒作用。通過政府及社會(huì)提供的外部保障措施和學(xué)院提供的內(nèi)部保障措施的雙重保障,該教師績(jī)效評(píng)價(jià)體系將得以順利實(shí)施。
[Abstract]:The performance evaluation of college teachers in our country started relatively early in the 1950s, but under the influence of the Cultural Revolution, it stagnated for a time and was not recovered until after the Cultural Revolution. In the following ten years, under the impetus of the reform of the national education and teaching system, the evaluation of university teachers in our country has made rapid development, and gradually realized the transformation from the extension development to the connotation development. This is not only an opportunity for the development of colleges and universities in China, but also an unprecedented challenge and opportunity for independent colleges under the new situation. Therefore, it has important theoretical value and practical significance to study the construction of teacher performance evaluation system in independent colleges. In view of the present situation of teachers' performance evaluation in independent colleges in China, this paper focuses on the objective performance evaluation of teachers in NK colleges, and focuses on the teaching work, scientific research work and talent training of teachers. Comprehensive quality and other aspects of comprehensive evaluation. The structure is divided into six chapters, the first chapter is the introduction, the second chapter is the overview of teacher performance evaluation theory, the third chapter is the analysis of the current situation of NK college teacher performance evaluation, the fourth chapter is the establishment of NK college teacher performance evaluation system. The fifth chapter is the guarantee measures of NK college teacher performance evaluation system, the sixth chapter is the conclusion and prospect. Based on the introduction of the existing teacher performance evaluation system in NK College, this paper establishes a set of more perfect teacher performance evaluation system suitable for the implementation of NK College by using analytic hierarchy process and fuzzy comprehensive evaluation method. On the one hand, it provides some information support for the decision-making of human resource management, on the other hand, it also provides some reference for other independent colleges to carry out teacher performance evaluation. The performance evaluation system of teachers will be carried out smoothly through the double protection of the external safeguard provided by the government and the society and the internal safeguard provided by the college.
【學(xué)位授予單位】：南昌大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：G645.1

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