本文選題：民辦 + 獨(dú)立院校�。� 參考：《北京化工大學(xué)》2013年碩士論文

【摘要】：民辦獨(dú)立學(xué)院作為一種新的辦學(xué)機(jī)制，從1998年誕生以來(lái)取得了長(zhǎng)足發(fā)展，成為我國(guó)高等教育陣營(yíng)中一支重要的生力軍。但是由于民辦獨(dú)立院校辦學(xué)歷史較短，管理者經(jīng)驗(yàn)不足，在師資隊(duì)伍建設(shè)、教學(xué)質(zhì)量、科研能力提升等方面需要重點(diǎn)加強(qiáng)，尤其在教師績(jī)效管理工作方面其結(jié)果沒(méi)有達(dá)到目標(biāo)考核的激勵(lì)作用。比如學(xué)院管理者不重視績(jī)效管理工作，績(jī)效管理機(jī)制與學(xué)院發(fā)展戰(zhàn)略、辦學(xué)定位不相符，，沒(méi)有充分體現(xiàn)獨(dú)立院校特色辦學(xué)；另外，績(jī)效考核目標(biāo)不明確，制度不完善，考核體系設(shè)置不完善，考核方法缺乏科學(xué)性和合理性，考核結(jié)果也沒(méi)有有效地得到運(yùn)用等。本文針對(duì)這些問(wèn)題在對(duì)北京市屬五家民辦獨(dú)立院校現(xiàn)行教師績(jī)效管理情況進(jìn)行實(shí)地調(diào)研的基礎(chǔ)上，以北京工商大學(xué)嘉華學(xué)院教師績(jī)效管理為實(shí)例進(jìn)行分析，提出構(gòu)建民辦獨(dú)立學(xué)院教師績(jī)效管理新機(jī)制基本思路要以學(xué)院發(fā)展戰(zhàn)略為導(dǎo)向，體現(xiàn)學(xué)院管理價(jià)值和教師工作結(jié)果統(tǒng)一性，確保教師工作效率和學(xué)院經(jīng)濟(jì)效益、社會(huì)效益達(dá)到最大化。本論文的結(jié)論是民辦獨(dú)立院校教師績(jī)效管理要體現(xiàn)民辦院校的管理機(jī)制和辦學(xué)特色，從內(nèi)部管控流程、教師學(xué)習(xí)與成長(zhǎng)、機(jī)制保障等多維度綜合考慮科學(xué)構(gòu)建績(jī)效管理機(jī)制，科學(xué)有效的對(duì)教師進(jìn)行績(jī)效評(píng)估從而推動(dòng)民辦獨(dú)立院校的健康可持續(xù)的發(fā)展。
[Abstract]:As a new mechanism of running an independent private college, it has made great progress since its birth in 1998, and has become an important new force in the camp of higher education in our country. However, due to the short history of running a private independent college and the lack of managerial experience, it is necessary to focus on strengthening the construction of the teaching staff, the quality of teaching, and the enhancement of scientific research capabilities. Especially in the aspect of teacher performance management, the results fail to achieve the incentive function of target assessment. For example, college managers do not attach importance to performance management, performance management mechanism and college development strategy, school orientation is not consistent, not fully reflect the characteristics of independent colleges; in addition, performance evaluation objectives are not clear, the system is not perfect, The evaluation system is not perfect, the assessment method is not scientific and reasonable, and the evaluation results are not used effectively. Based on the field investigation of the current teacher performance management in five private independent colleges and universities in Beijing, this paper takes the teacher performance management of Jiahua College of Beijing Industrial and Commercial University as an example. It is proposed that the basic idea of constructing a new mechanism of teacher performance management in private independent colleges should be guided by the development strategy of colleges, embody the value of college management and the unity of the results of teachers' work, and ensure the efficiency of teachers' work and the economic benefits of colleges. Social benefits are maximized. The conclusion of this paper is that the performance management of private independent colleges and universities should reflect the management mechanism and school characteristics of private colleges and universities, from the internal control process, teacher learning and growth, mechanism protection and other multi-dimensional comprehensive consideration to build a scientific performance management mechanism. Scientific and effective performance evaluation of teachers in order to promote the health and sustainable development of independent private institutions.
【學(xué)位授予單位】：北京化工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：G647.2;G648.7

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