本文選題：高校 + 學(xué)生工作輔導(dǎo)員　； 參考：《南昌大學(xué)》2013年碩士論文

【摘要】：知識(shí)經(jīng)濟(jì)時(shí)代,高等教育事業(yè)步入了大眾教育和素質(zhì)教育并重的全新時(shí)期,一種新型的教育觀和人才觀應(yīng)運(yùn)而生,高校的人才培養(yǎng)目標(biāo)從幫助學(xué)生汲取知識(shí)、陶冶情操上升到了培養(yǎng)能力、發(fā)展個(gè)性的更高階段。獨(dú)立學(xué)院作為我國(guó)高等教育的新興力量,是我國(guó)高等教育不可或缺的一部分,發(fā)展初期它不斷表現(xiàn)出強(qiáng)有力的生命力,但隨著學(xué)校規(guī)模的擴(kuò)大,學(xué)生人數(shù)的增加,獨(dú)立學(xué)院也正陷入一系列管理和繼續(xù)發(fā)展的困境。在此背景之下,本文以JZ科院這所獨(dú)立學(xué)院為研究對(duì)象,分析該學(xué)院對(duì)學(xué)生工作輔導(dǎo)員(以下簡(jiǎn)稱輔導(dǎo)員)這一人力資源的管理現(xiàn)狀,發(fā)現(xiàn)：JZ科院建校較晚,發(fā)展速度快,JZ科院的輔導(dǎo)員績(jī)效管理體系跟不上學(xué)院整體發(fā)展的需要,績(jī)效管理制度、績(jī)效考評(píng)指標(biāo)及考評(píng)主體對(duì)績(jī)效管理的認(rèn)知都很不成熟,因此本文從JZ科院學(xué)生工作管理出發(fā),進(jìn)行輔導(dǎo)員崗位職責(zé)分析,運(yùn)用KPI法調(diào)查確定考評(píng)的關(guān)鍵指標(biāo),從硬指標(biāo)即工作業(yè)績(jī),軟指標(biāo)即工作能力和工作態(tài)度三個(gè)維度,建立輔導(dǎo)員績(jī)效考核體系和相應(yīng)的績(jī)效考核方法。構(gòu)建了JZ科院輔導(dǎo)員績(jī)效管理體系,提出輔導(dǎo)員績(jī)效考核體系實(shí)施的保障措施。 本文研究?jī)?nèi)容由六章構(gòu)成,第一章闡述了研究主要內(nèi)容、思路、方法,提出研究的背景、目的、意義；第二章對(duì)績(jī)效、績(jī)效管理等相關(guān)理論以及績(jī)效管理的流程和方法進(jìn)行了綜述,為下文的研究提供理論支撐；第三章分析了JZ科院輔導(dǎo)員管理現(xiàn)狀、分析了目前輔導(dǎo)員績(jī)效管理工作存在的問(wèn)題及原因；第四章運(yùn)用KPI法確定了輔導(dǎo)員績(jī)效考核指標(biāo),第五章完成了績(jī)效考核管理體系構(gòu)建與實(shí)施,對(duì)輔導(dǎo)員的工作進(jìn)行績(jī)效考核,而且針對(duì)績(jī)效考核管理體系的開(kāi)展工作進(jìn)行了分析；第六章結(jié)論與展望,對(duì)本研究主要觀點(diǎn)進(jìn)行了總結(jié),并對(duì)研究中存在的不足及未來(lái)研究方向進(jìn)行了闡述。
[Abstract]:In the era of knowledge economy, the cause of higher education has stepped into a new period of equal emphasis on mass education and quality education. A new concept of education and talent has emerged as the times require. The goal of talent training in colleges and universities is to draw knowledge from helping students. Edify sentiment rises to cultivate ability, the higher stage that develops individual character. As a new force of higher education in our country, independent college is an indispensable part of higher education in our country. At the beginning of its development, it has continuously shown strong vitality, but with the expansion of the scale of the school, the number of students has increased. Independent colleges are also in a series of management and continued development dilemma. Under this background, this paper takes JZ Institute as the research object, analyzes the present situation of the college's management of student work counselors (hereinafter referred to as counselors), and finds out that the school was established later in the year. The performance management system of JZ Institute can not keep up with the needs of the whole development of the college. The performance management system, performance evaluation index and the main body's cognition of performance management are all immature. Therefore, starting from the student work management in JZ College, this paper analyzes the job responsibilities of counselors, and makes use of the KPI method to investigate and determine the key indicators of evaluation, from the three dimensions of hard index namely job performance, soft index that is work ability and work attitude. Set up the instructor performance appraisal system and the corresponding performance appraisal method. This paper constructs the performance management system of counselors in JZ Academy of Science, and puts forward the guarantee measures for the implementation of the performance appraisal system of counselors. The research content of this paper is composed of six chapters. The first chapter expounds the main contents, ideas, methods, background and purpose of the research. The second chapter summarizes the performance, performance management and other related theories, as well as the process and methods of performance management, which provides theoretical support for the following research. Chapter three analyzes the current situation of the management of counselors in JZ College. The fourth chapter uses KPI method to determine the performance evaluation index of counselors, the fifth chapter completes the construction and implementation of the performance appraisal management system, and carries on the performance appraisal to the counselors' work, the fourth chapter uses the KPI method to determine the counselors' performance appraisal index, the fifth chapter has completed the construction and the implementation of the performance appraisal management system, And the performance appraisal management system is analyzed. Chapter VI conclusions and prospects, the main points of this study are summarized, and the shortcomings of the study and the future direction of research are expounded.
【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)】：G648.7;G647.2

【引證文獻(xiàn)】

相關(guān)碩士學(xué)位論文 前2條

1 鄒均;職業(yè)化背景下民辦高校輔導(dǎo)員績(jī)效管理研究[D];重慶理工大學(xué);2015年

2 王蘇南;基于多任務(wù)委托代理的高校兼職輔導(dǎo)員績(jī)效管理研究[D];北京化工大學(xué);2014年

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本文編號(hào)：2004188