本文選題：民辦高校 + 專任教師　； 參考：《中國石油大學(xué)（華東）》2013年碩士論文

【摘要】：隨著我國改革開放和現(xiàn)代化建設(shè)的推進(jìn)，民辦高校的數(shù)量不斷增長、規(guī)模不斷擴(kuò)大，逐步成為我國高等教育的重要組成部分，在我國高等教育邁向大眾化的進(jìn)程中發(fā)揮了不可替代的作用。而在民辦高校的發(fā)展過程中，起到核心作用的是民辦高校的人力資源管理。作為培養(yǎng)社會(huì)高級(jí)人才的場所，民辦高校的教育質(zhì)量直接決定了其所培養(yǎng)人才的質(zhì)量，而民辦高校教師自身的質(zhì)量又決定了其所提供教育的質(zhì)量。所以對(duì)民辦高校專任教師進(jìn)行有效、客觀、公正的績效考核，及時(shí)掌握教師在工作中的實(shí)際情況，通過有針對(duì)性的績效激勵(lì)措施，不斷提高教師的業(yè)務(wù)能力，是提高民辦高校教育教學(xué)質(zhì)量的有效途徑。但是，目前我國民辦高�？冃Э己舜嬖谥S多問題，制約了民辦高校的發(fā)展�；谝陨险J(rèn)識(shí)，本文將企業(yè)管理中的360度績效考核方法引入高校專任教師績效考核中，以此來激發(fā)民辦高校專任教師的積極性，以提高教學(xué)質(zhì)量，提高民辦高校的競爭力。 360度績效考核從不同角度對(duì)被考核者進(jìn)行全方位的考核，然后通過反饋程序?qū)⒖己私Y(jié)果反饋給被考核者，，以達(dá)到改善被考核者工作行為、提高其工作業(yè)績的目的。本文對(duì)360度績效考核方法進(jìn)行了系統(tǒng)的分析，通過360度績效考核與其他考核方法的比較，指出360度績效考核的優(yōu)缺點(diǎn)。通過分析360度績效考核的信息來源，將其轉(zhuǎn)化為適合民辦高校專任教師的評(píng)價(jià)主體：教學(xué)督導(dǎo)部門、教研組長、同事、學(xué)生及任課教師自身，并構(gòu)建了360度績效考核的各項(xiàng)指標(biāo)。通過能力考核、教學(xué)過程考核和結(jié)果考核三個(gè)階段將各指標(biāo)細(xì)化，制定了各項(xiàng)考核指標(biāo)的內(nèi)容。最后通過H學(xué)院進(jìn)行實(shí)證分析，對(duì)所建立的指標(biāo)體系進(jìn)行驗(yàn)證，并提出了對(duì)所構(gòu)建的360度績效考核方法的改進(jìn)措施。
[Abstract]:With the development of China's reform and opening up and modernization, the number and scale of private colleges and universities continue to grow, and gradually become an important part of our higher education. It has played an irreplaceable role in the process of popularization of higher education in our country. In the process of the development of private colleges and universities, the core role is the human resources management of private colleges and universities. As a place to train senior social talents, the quality of education in private colleges and universities directly determines the quality of talents they train, and the quality of teachers themselves determines the quality of education provided by private colleges and universities. Therefore, we should carry out effective, objective and fair performance appraisal for full-time teachers in private colleges and universities, grasp the actual situation of teachers in time, and continuously improve teachers' professional ability through targeted performance incentives. It is an effective way to improve the quality of education and teaching in private colleges and universities. However, there are many problems in the performance appraisal of private colleges and universities in our country at present, which restrict the development of private colleges and universities. Based on the above understanding, this paper introduces the 360 degree performance appraisal method of enterprise management into the performance appraisal of full-time teachers in colleges and universities, in order to stimulate the enthusiasm of full-time teachers in private colleges and universities, in order to improve the teaching quality and improve the competitiveness of private colleges and universities. The 360-degree performance appraisal carries on the omni-directional appraisal to the examinee from different angle, then feedback the result to the examinee through the feedback procedure, in order to achieve the purpose of improving the work behavior and improving the work performance of the examinee. This paper makes a systematic analysis of 360 degree performance appraisal method and points out the merits and demerits of 360 degree performance appraisal method by comparing 360 degree performance appraisal with other appraisal methods. By analyzing the information sources of 360-degree performance appraisal, it is transformed into the evaluation subject suitable for the full-time teachers in private colleges and universities: teaching supervision department, teaching and research team leader, colleagues, students and teachers themselves. And has constructed 360 degree performance appraisal each index. Through ability assessment, teaching process assessment and result assessment, the indexes are refined and the contents of each assessment index are worked out. Finally, through the empirical analysis of H college, this paper verifies the established index system, and puts forward some measures to improve the 360 degree performance appraisal method.
【學(xué)位授予單位】：中國石油大學(xué)（華東）
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：G647.2

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