本文選題：地方高等院校 + 績效管理��； 參考：《內(nèi)蒙古農(nóng)業(yè)大學(xué)》2013年碩士論文

【摘要】：改革開放以來，地方普通高校得到了迅速的發(fā)展，根據(jù)國家對高等教育發(fā)展的要求可以看出，地方普通高校教師將成為向地方發(fā)展建設(shè)培養(yǎng)人才的主要基地，高校教師則是發(fā)展地方科技和服務(wù)地方經(jīng)濟(jì)發(fā)展提高地方人文素質(zhì)的主力軍，績效津貼問題現(xiàn)已成為地方普通高校教師最為關(guān)心的問題，同時也是體現(xiàn)每位教職工切身利益的事宜，因此研究績效津貼分配制度對地方普通高校的發(fā)展具有非常重要的實(shí)際研究意義。然而在現(xiàn)如今的市場經(jīng)濟(jì)體制下，地方普通高校的經(jīng)濟(jì)來源并不是很充足的情況下，要實(shí)行績效津貼制度就必須要建立一套科學(xué)的、合理的績效津貼分配體系。只有以科學(xué)理論為基礎(chǔ)才能在實(shí)踐工作做到公平、公正，才能使地方普通高校的廣大教職工全心全意的投入到各項(xiàng)工作中去。 本文主要研究了績效津貼制度在高校中存在并能得以發(fā)展的原因，結(jié)合高校教職工工作的特殊性特點(diǎn)，對地方普通高�？冃Ы蛸N現(xiàn)狀和發(fā)展趨勢進(jìn)行分析，主要論述地方普通高校教職工績效津貼分配方式存在的問題，其主要表現(xiàn)在：1、分配方式單一；2、分配權(quán)力過于集中；3、不同地區(qū)的地方普通高�？冃Ы蛸N的差異；4、管理模式過于行政化等問題。本文通過分析產(chǎn)生這些問題的原因，就國家對地方普通高校經(jīng)費(fèi)投入少、地方普通高校的發(fā)展和所在地經(jīng)濟(jì)、人文發(fā)展嚴(yán)重脫軌、學(xué)校管理過于行政化、發(fā)展方向不明確、分配方式單一死板等影響高校績效津貼問題的主要因素進(jìn)行分析和總結(jié)。并提出優(yōu)化政策，，通過改變分配模式提高地方普通高�？冃Ы蛸N的激勵水平，通過轉(zhuǎn)變發(fā)展理念，將集權(quán)變?yōu)榉謾?quán)改善績效分配的模式，調(diào)動高校教職工參與績效津貼分配的積極性，達(dá)到真正的“按勞分配、優(yōu)勞優(yōu)酬、責(zé)酬一致”的原則。確立以教師為本、教學(xué)為中心、科研強(qiáng)校的發(fā)展方針，穩(wěn)定教學(xué)、科研骨干隊(duì)伍。 本文通過對地方普通高校中教職工進(jìn)行分類，并利用分類考核建立起不同類型人員的績效津貼分配制度從而優(yōu)化教職工現(xiàn)有的績效津貼分配模式，完善教職工的績效分配制度，利用教職工的需求心理構(gòu)建績效分配制度，從而激勵地方普通高校的各類教師群體，進(jìn)而提高地方普通高校的教學(xué)質(zhì)量、科研水平和服務(wù)地方經(jīng)濟(jì)發(fā)展的能力，推進(jìn)高等教育事業(yè)的全面發(fā)展。
[Abstract]:Since the reform and opening up, local colleges and universities have developed rapidly. According to the demands of the state on the development of higher education, the teachers of local colleges and universities will become the main base for the development and construction of local talents, and the teachers of colleges and universities are the main force to improve the local humanistic quality of the local science and technology and service areas. The problem of performance allowance has now become the most concerned problem of local ordinary university teachers, and it also embodies the vital interests of every teacher. Therefore, it is of great significance to study the distribution system of performance allowance for the development of local colleges and universities. Under the condition that the economic source is not enough, it is necessary to establish a scientific and reasonable distribution system of performance allowance in order to implement the performance allowance system. Only by the basis of scientific theory can the practice work be fair and fair, so that the broad and large educational staff of the local colleges and Universities will devote their wholehearted devotion to various work.
This paper mainly studies the reasons for the existence and development of the performance allowance system in Colleges and universities, and analyzes the present situation and development trend of performance allowance in local colleges and universities, and mainly discusses the existing problems of the distribution mode of performance allowance for teachers in local colleges and universities. The main manifestations are as follows: 1 The distribution mode is single; 2, the distribution power is too concentrated; 3, the differences in the performance allowance of local colleges and universities in different regions; 4, the management mode is too administrative. By analyzing the reasons for these problems, the state has little investment in the local colleges and universities, the development of local colleges and universities and the local economy and human development. Serious derailment, the school management is too administrative, the direction of development is not clear, the main factors that affect the performance allowance of colleges and universities are analyzed and summarized, and the optimization policy is put forward to improve the incentive level of the performance allowance of local colleges and universities by changing the distribution pattern, and change the centralization into points by changing the concept of development. Right to improve the pattern of performance distribution, mobilize the enthusiasm of the faculty to participate in the distribution of performance benefits, and achieve the true principle of "distribution according to work, excellent remuneration for labor and good remuneration", and the establishment of a development policy of teacher based, teaching and scientific research, stable teaching and the backbone of scientific research.
This paper classifies the teachers and workers in local colleges and universities, and establishes the system of performance allowance allocation for different types of personnel by classification assessment, so as to optimize the existing distribution mode of the performance allowance of the teachers and staff, improve the system of the performance distribution of the teachers and staff, and construct the performance distribution system by using the needs psychology of the teachers and staff, so as to encourage the local people. All kinds of teachers in Colleges and universities will improve the teaching quality of local colleges and universities, the level of scientific research and the ability to serve the local economic development, and promote the overall development of higher education.
【學(xué)位授予單位】：內(nèi)蒙古農(nóng)業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：G647.2;G648.4

【引證文獻(xiàn)】

相關(guān)博士學(xué)位論文 前1條

1 楊志兵;高等學(xué)校薪酬制度與薪酬戰(zhàn)略研究[D];武漢理工大學(xué);2007年

本文編號：2093770