【摘要】：現(xiàn)代高等院校的競(jìng)爭(zhēng)力不僅僅是資金、人才和技術(shù),更重要的是高等院校組織管理的建設(shè),而推進(jìn)組織管理的有效方式是績(jī)效管理改革。通過(guò)績(jī)效管理,設(shè)定科學(xué)合理的高校發(fā)展目標(biāo)、內(nèi)部管理目標(biāo)和教職員工工作目標(biāo),為高等院校的發(fā)展指明方向。此外,通過(guò)績(jī)效管理促進(jìn)對(duì)管理流程和業(yè)務(wù)流程優(yōu)化,對(duì)教職員工和部門(mén)的工作進(jìn)行客觀公正的評(píng)價(jià),明確個(gè)人和部門(mén)對(duì)組織的貢獻(xiàn),激勵(lì)部門(mén)和員工努力提升績(jī)效。 基于此,為了對(duì)高等院校的績(jī)效管理的推進(jìn)有一個(gè)明確的說(shuō)明,本文選取Z學(xué)院作為研究對(duì)象,進(jìn)行員工績(jī)效管理體系優(yōu)化研究。本文首先闡述開(kāi)展研究的理論背景和現(xiàn)實(shí)背景,同時(shí)應(yīng)用研究方法展開(kāi)全文的研究思路,從而確定本文研究的內(nèi)容和脈絡(luò),其次,本文深入研究對(duì)象Z學(xué)院,介紹其績(jī)效管理實(shí)施的背景,通過(guò)設(shè)計(jì)問(wèn)卷調(diào)查,運(yùn)用管理學(xué)的基本理論和方法,剖析學(xué)院在推行績(jī)效管理中出現(xiàn)的問(wèn)題,我們可以發(fā)現(xiàn),Z學(xué)院的績(jī)效管理存在考核方法缺少科學(xué)性、考核目標(biāo)不明確、績(jī)效工資分配不均等三個(gè)問(wèn)題,隨后,本文分析經(jīng)典激勵(lì)理論、特別是馬斯洛需求層次理論、期望理論、公平理論、績(jī)效衡量理論的基本內(nèi)容和應(yīng)用,并將這些理論納入到Z學(xué)院當(dāng)前績(jī)效管理問(wèn)題的分析過(guò)程中,找出影響Z學(xué)院績(jī)效管理改革推進(jìn)的因素,總結(jié)出更好的績(jī)效管理方法,從評(píng)價(jià)機(jī)制改進(jìn)、辦公管理系統(tǒng)的設(shè)計(jì)、公平合理薪酬體系的構(gòu)建等三個(gè)方面提出合理的建議和對(duì)策,即建立具有Z學(xué)院特色的績(jī)效考核體系,以適應(yīng)學(xué)校的不斷變化和發(fā)展。同時(shí)本文的研究也可以為高等院�？�(jī)效管理、績(jī)效激勵(lì)的理論研究提供新的思路,使案例結(jié)果提升到一定的理論高度。
[Abstract]:The competitiveness of modern colleges and universities is not only the capital, talent and technology, but also the construction of the organization management of colleges and universities, and the effective way to promote the organization management is the reform of performance management. Through the performance management, set the scientific and reasonable university development goal, the internal management goal and the teaching staff work goal, pointed out the direction for the university development. In addition, it promotes the optimization of management process and business process through performance management, evaluates the work of teaching staff and departments objectively and impartially, clarifies the contribution of individuals and departments to the organization, and motivates departments and staff to strive to improve their performance. Based on this, in order to promote the performance management of colleges and universities to have a clear explanation, this paper selects Z college as the research object, carries on the staff performance management system optimization research. In this paper, the theoretical background and realistic background of the research are first expounded, and the research method is applied to develop the research ideas, so as to determine the content and context of this study. Secondly, the research object of this paper is Z College, which is the main research object of this paper. This paper introduces the background of the implementation of performance management, through the design of questionnaires, using the basic theory and method of management, analyzes the problems in the implementation of performance management in the college. We can find that there are three problems in performance management, such as lack of scientific evaluation methods, unclear assessment objectives and unequal distribution of performance pay. Then, this paper analyzes the classical incentive theory, especially Maslow's hierarchy of demand theory. The basic content and application of expectation theory, fairness theory and performance measurement theory, which are incorporated into the analysis process of the current performance management problems in Z college, and find out the factors that affect the performance management reform of Z college. This paper summarizes better performance management methods and puts forward reasonable suggestions and countermeasures from three aspects: improvement of evaluation mechanism, design of office management system, construction of fair and reasonable compensation system, that is, setting up a performance appraisal system with the characteristics of Z College. To adapt to the constant changes and development of the school. At the same time, the research of this paper can also provide a new idea for the theoretical research of performance management and performance incentive in colleges and universities, so that the results of the case can be promoted to a certain theoretical level.
【學(xué)位授予單位】：大連理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：G647.2

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