本文關(guān)鍵詞：新疆農(nóng)業(yè)大學(xué)教師績效考核問題的研究　出處：《新疆農(nóng)業(yè)大學(xué)》2012年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 高校教師 績效考核 層次分析法

【摘要】：高等學(xué)校的教師績效考核是實(shí)施高校管理的主體。高校教師績效考核管理的工作能力決定了高校的管理水平,從而在一定程度上決定著高校的競爭力。在國內(nèi)外高校競爭日益激烈、高校規(guī)范化管理日顯重要的今天,作為高校教師績效考核的好壞,事關(guān)高校的興衰。同時高校教師績效考核作為深化人事改革的重要內(nèi)容,關(guān)系到教師隊(duì)伍水平的高低及其積極性的發(fā)揮,更關(guān)系到人才培養(yǎng)的質(zhì)量與數(shù)量。為此,建立科學(xué)規(guī)范的高校教師績效考核體系,促進(jìn)教師行為優(yōu)化,確保高校各項(xiàng)戰(zhàn)略決策的有效實(shí)施,已成為當(dāng)今高校人力資源管理的一項(xiàng)重要課題。因此,本文對新疆農(nóng)業(yè)大學(xué)教師績效考核進(jìn)行研究,具有重要的現(xiàn)實(shí)意義。 本文首先對績效考核的有關(guān)內(nèi)容、理論進(jìn)行了闡述和分析,接著對新疆農(nóng)業(yè)大學(xué)師資隊(duì)伍的現(xiàn)狀、特征及其績效考核現(xiàn)狀進(jìn)行分析,指出了新疆農(nóng)業(yè)大學(xué)教師績效考核中存在的種種不足和問題。在前述分析的基礎(chǔ)上,提出了建立科學(xué)、合理、量化、具有可操作性的新疆農(nóng)業(yè)大學(xué)教師績效考核指標(biāo)體系和明晰的考核標(biāo)準(zhǔn)是新疆農(nóng)業(yè)大學(xué)做好教師績效考核工作的關(guān)鍵。本文以專任任課教師為研究對象,結(jié)合工作特點(diǎn)分析,提出了科研能力、教學(xué)能力、其他工作能力、基本情況四大類16項(xiàng)綜合考核指標(biāo),并運(yùn)用層次分析法(AHP法)確定了各指標(biāo)權(quán)重系數(shù),對定性指標(biāo)通過分等次并賦予相應(yīng)的分值進(jìn)行量化,使考核指標(biāo)的客觀性、可考核性大大增強(qiáng)。同時,根據(jù)提出的考核標(biāo)準(zhǔn)制定了相應(yīng)的具體化、行為化的分等次的考核標(biāo)準(zhǔn),減少了考核中的隨意性。根據(jù)所提出的考核指標(biāo)和考核標(biāo)準(zhǔn),就如何實(shí)施對新疆農(nóng)業(yè)大學(xué)教師的績效考核與考核結(jié)果運(yùn)用進(jìn)行了研究,設(shè)計(jì)出相關(guān)考核表格,提出了相關(guān)措施。 本文運(yùn)用了人力資源管理學(xué)、數(shù)學(xué)、管理學(xué)等相關(guān)的理論作支持,建立了一套較完整的動態(tài)考核指標(biāo)體系,實(shí)現(xiàn)了考核內(nèi)容綜合化、考核指標(biāo)數(shù)量化的創(chuàng)新特色。 本文的研究成果對新疆農(nóng)業(yè)大學(xué)教師績效考核體系的建立、完善以及改進(jìn)新疆農(nóng)業(yè)大學(xué)教師績效考核工作具有一定的指導(dǎo)作用,對其它相類似的學(xué)校開展同類工作也有-定的參考價值。
[Abstract]:The performance assessment of teachers in colleges and universities is the main part of implementing the management of colleges and universities, and the working ability of the performance assessment management of teachers in colleges and universities determines the management level of colleges and universities. In order to determine the competitiveness of colleges and universities to a certain extent. In the domestic and foreign colleges and universities increasingly fierce competition, the standardized management of institutions of higher learning is becoming increasingly important today, as a good or bad performance assessment of university teachers. At the same time, as an important content of deepening personnel reform, teachers' performance assessment is related to the level of teachers and their enthusiasm. Therefore, the establishment of a scientific and standardized performance appraisal system of university teachers, to promote the optimization of teacher behavior, to ensure the effective implementation of various strategic decisions in colleges and universities. Nowadays, it has become an important subject of human resource management in colleges and universities. Therefore, it is of great practical significance to study the performance evaluation of teachers in Xinjiang Agricultural University. In this paper, the content of performance appraisal, theoretical analysis, and then the Xinjiang Agricultural University of the status quo, characteristics and performance evaluation of the status quo. This paper points out the shortcomings and problems existing in the performance appraisal of teachers in Xinjiang Agricultural University. On the basis of the above analysis, it puts forward the establishment of scientific, reasonable and quantitative. The operable performance evaluation index system of Xinjiang Agricultural University teachers and clear assessment standards are the key to do a good job in the performance assessment of teachers in Xinjiang Agricultural University. This paper takes full-time teachers as the research object. Based on the analysis of work characteristics, 16 comprehensive assessment indexes are put forward, including scientific research ability, teaching ability, other working ability and basic situation. The weight coefficient of each index is determined by using AHP). The qualitative index is quantified by grading and assigning corresponding value, so that the objectivity and examinability of the assessment index are greatly enhanced. According to the proposed assessment standards, the corresponding specific, behavioral grading assessment standards, reducing the randomness of the assessment. According to the proposed assessment indicators and assessment standards. This paper studies how to carry out the performance appraisal and the application of the results of the performance appraisal to the teachers of Xinjiang Agricultural University, designs the relevant assessment forms and puts forward the relevant measures. Based on the theories of human resource management, mathematics, management and so on, this paper establishes a complete dynamic evaluation index system and realizes the integration of assessment contents. The innovative features of quantitative evaluation index. The research results of this paper have a certain guiding effect on the establishment, improvement and improvement of the performance appraisal system of teachers in Xinjiang Agricultural University. For other similar schools to carry out similar work has a definite reference value.
【學(xué)位授予單位】：新疆農(nóng)業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：G647.2

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本文編號：1440599