本文選題：民辦高校 + 人力資源��； 參考：《吉林大學(xué)》2012年碩士論文

【摘要】：伴隨著民辦教育在我國(guó)高等教育舞臺(tái)上的蓬勃發(fā)展，其在中國(guó)高等教育領(lǐng)域中扮演的角色越來(lái)越重要，民辦高校的生源數(shù)量、培養(yǎng)質(zhì)量已經(jīng)成為社會(huì)各界關(guān)注的焦點(diǎn)。于是，，教師作為培養(yǎng)質(zhì)量、學(xué)校聲譽(yù)的直接影響者，在民辦高校中占有不可忽視的地位。 本文以民辦H學(xué)院為例，通過(guò)分析其現(xiàn)行人力資源績(jī)效考核狀況，發(fā)現(xiàn)其在績(jī)效考核內(nèi)部控制方面存在的問(wèn)題，借助內(nèi)部控制相關(guān)理論進(jìn)行分析，尋找問(wèn)題的成因，并針對(duì)問(wèn)題設(shè)計(jì)相應(yīng)的改進(jìn)措施，完善民辦H學(xué)院績(jī)效考核內(nèi)部控制體系，降低人力資源管理風(fēng)險(xiǎn)，使績(jī)效考核的實(shí)效性得以提高，最終實(shí)現(xiàn)內(nèi)部控制對(duì)于學(xué)院發(fā)展的促進(jìn)。 首先，本文結(jié)合內(nèi)部控制的相關(guān)理論和發(fā)展情況，針對(duì)民辦H學(xué)院的基本情況、戰(zhàn)略目標(biāo)和績(jī)效考核現(xiàn)狀對(duì)其績(jī)效考核內(nèi)部控制風(fēng)險(xiǎn)點(diǎn)進(jìn)行了梳理。 而后，從內(nèi)部控制要素：內(nèi)部環(huán)境、風(fēng)險(xiǎn)評(píng)估、控制活動(dòng)、信息與溝通和內(nèi)部監(jiān)督這五個(gè)方面對(duì)民辦H學(xué)院績(jī)效考核內(nèi)部控制活動(dòng)中存在問(wèn)題的原因進(jìn)行了分析。 最后，得出解決民辦H學(xué)院績(jī)效考核內(nèi)部控制現(xiàn)存問(wèn)題的改進(jìn)方案和保障措施： （1）通過(guò)改變管理理念營(yíng)造內(nèi)部控制氛圍和構(gòu)建人力資源管理專業(yè)化隊(duì)伍，加大績(jī)效考核管理人員培訓(xùn)力度等手段來(lái)增強(qiáng)民辦H學(xué)院內(nèi)部控制意識(shí)，加強(qiáng)績(jī)效考核結(jié)構(gòu)的建設(shè)； （2）通過(guò)對(duì)民辦H學(xué)院戰(zhàn)略發(fā)展目標(biāo)的分析，明晰績(jī)效考核目標(biāo)，強(qiáng)化崗位管理實(shí)現(xiàn)績(jī)效考核的科學(xué)監(jiān)控，最終推動(dòng)民辦H學(xué)院戰(zhàn)略發(fā)展目標(biāo)的實(shí)現(xiàn)； （3）對(duì)民辦H學(xué)院教職工績(jī)效考核政策進(jìn)行改進(jìn)和完善； （4）通過(guò)提高績(jī)效考核人員專業(yè)水平、科學(xué)選取績(jī)效考核工具、細(xì)化和統(tǒng)一績(jī)效考核評(píng)分標(biāo)準(zhǔn)來(lái)實(shí)現(xiàn)對(duì)績(jī)效考核執(zhí)行過(guò)程的內(nèi)部控制； （5）通過(guò)建立績(jī)效考核信息反饋和溝通機(jī)制、申訴制度，規(guī)范績(jī)效考核結(jié)果的應(yīng)用來(lái)保障績(jī)效考核的實(shí)行。 本文通過(guò)對(duì)內(nèi)部控制相關(guān)理論的研究和比較，結(jié)合民辦H學(xué)院的實(shí)際，對(duì)其人力資源績(jī)效考核的內(nèi)部控制問(wèn)題提供了一些解決建議，最終實(shí)現(xiàn)對(duì)民辦H學(xué)院整體發(fā)展的促進(jìn)。
[Abstract]:With the vigorous development of private education in the stage of higher education in China, it plays a more and more important role in the field of higher education in China. The number of private colleges and universities, training quality has become the focus of attention from all walks of life. As a direct influence of quality and reputation, teachers play an important role in private colleges and universities. This article takes the private H college as an example, through the analysis of its current human resources performance appraisal situation, discovers its in the performance appraisal internal control aspect existence question, by means of the internal control correlation theory carries on the analysis, looks for the cause of the problem, And design the corresponding improvement measures to solve the problem, perfect the internal control system of the performance appraisal of the private H college, reduce the risk of human resource management, improve the effectiveness of the performance appraisal, and finally realize the internal control to promote the development of the college. First of all, this paper combs the risk points of internal control of private H college based on the related theory and development of internal control, strategic objectives and performance appraisal status quo. Then, this paper analyzes the causes of the problems in the internal control activities of private H colleges from five aspects: internal environment, risk assessment, control activities, information and communication, and internal supervision. Finally, the improvement scheme and the safeguard measures to solve the existing problems in the internal control of the performance appraisal of the private H college are obtained. 1) to strengthen the consciousness of internal control and the construction of performance appraisal structure by changing the management idea to create the internal control atmosphere and to construct the specialized team of human resources management, and to strengthen the training of the performance appraisal managers. 2) through the analysis of the strategic development goal of the private H college, the paper clarifies the performance appraisal target, strengthens the scientific monitoring of the post management to realize the performance appraisal, and finally promotes the realization of the strategic development goal of the private H college. (3) improving and perfecting the performance appraisal policy of the teaching staff in the private H college; 4) improve the professional level of performance appraisal personnel, scientifically select the performance appraisal tools, refine and unify the performance appraisal scoring standard to realize the internal control of the performance appraisal execution process; 5) through the establishment of information feedback and communication mechanism of performance appraisal, the system of complaint should be used to ensure the implementation of performance appraisal. Through the research and comparison of the theory of internal control, combined with the reality of the private H college, this paper provides some suggestions to solve the internal control problem of its human resource performance appraisal, and finally realizes the promotion of the overall development of the private H college.
【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：G647

【引證文獻(xiàn)】

相關(guān)博士學(xué)位論文 前1條

1 王衛(wèi)星;高等院校內(nèi)部控制框架體系的構(gòu)建及其應(yīng)用研究[D];南京理工大學(xué);2008年

本文編號(hào)：1775375