【摘要】：近年來我國高校人事制度不斷改革，崗位聘任制成為高�；镜挠萌酥贫�，確立了“按需設(shè)崗、按崗聘任”的原則，高校教師管理由原來的“身份管理”轉(zhuǎn)向“崗位管理”。教師的崗位管理指引著教師的努力方向，關(guān)系著學(xué)校的發(fā)展前景，如何構(gòu)建科學(xué)合理的崗位管理體系是目前高校教師管理中亟待解決的問題，本文主要研究了新形勢下的如何對高校教師進(jìn)行崗位管理，并在此基礎(chǔ)上嘗試設(shè)計出高校教師崗位管理系統(tǒng)。 高校教師崗位管理涉及到崗位設(shè)置、考核和聘任等多方面。本文以N大學(xué)為例，結(jié)合學(xué)校人事管理制度，在對高校教師崗位和級別分析研究的基礎(chǔ)上，探究了如何進(jìn)行崗位設(shè)置，崗位考核具體實現(xiàn)方法，聘任制的內(nèi)涵及特點，闡述了績效管理理念，把績效考核的理論與方法引入高校教師崗位管理領(lǐng)域，針對不同的崗位進(jìn)行相關(guān)績效考核研究，并根據(jù)考核結(jié)果實現(xiàn)合理的崗位聘任。 在高校教師崗位管理系統(tǒng)設(shè)計階段，對當(dāng)前系統(tǒng)進(jìn)行分析，并將當(dāng)前系統(tǒng)轉(zhuǎn)化為圖形表示的物理模型，使用統(tǒng)一建模語言UML構(gòu)建系統(tǒng)模型，對系統(tǒng)的靜態(tài)模型和動態(tài)模型詳細(xì)說明并建模。在實施階段，系統(tǒng)采用B/S模式，結(jié)合Asp語言進(jìn)行前臺網(wǎng)絡(luò)編程，利用Access進(jìn)行后臺數(shù)據(jù)庫設(shè)計。 本文設(shè)計實現(xiàn)了包括教師模塊、崗位設(shè)置模塊、崗位考核模塊、崗位聘任模塊和管理員模塊等主要功能模塊的高校教師崗位管理系統(tǒng)。在原有考核指標(biāo)設(shè)定的基礎(chǔ)上，根據(jù)聘用制下教師崗位管理的新特點及N大學(xué)人事管理的具體實施辦法，對教師進(jìn)行分類管理，根據(jù)不同教師崗位設(shè)定不同考核指標(biāo)及權(quán)重，構(gòu)建出清晰、明了、易于理解的考評量表。與傳統(tǒng)紙質(zhì)考核、聘任模式相比，數(shù)字化考核、聘任減少了傳統(tǒng)方式引起的偏差。網(wǎng)絡(luò)化崗位管理，，使教師的參與不受時間和空間的制約，緩和了教師抵觸情緒，使整個高校人事管理工作更加準(zhǔn)確、便捷、高效。
[Abstract]:In recent years, the personnel system of colleges and universities in our country has been continuously reformed, and the post appointment system has become the basic employment system in colleges and universities. It has established the principle of "setting up posts according to demand and employing posts according to posts", and the management of teachers in colleges and universities has changed from "identity management" to "post management". The post management of teachers guides the direction of teachers' efforts and relates to the development prospects of schools. How to construct a scientific and reasonable post management system is an urgent problem to be solved in the management of teachers in colleges and universities. This paper mainly studies how to carry on the post management to the university teacher under the new situation, and on this basis tries to design the university teacher post management system. The post management of teachers in colleges and universities involves many aspects, such as post setting, examination and appointment. This paper takes N University as an example, combined with the personnel management system of the university, on the basis of the analysis and research on the post and grade of the university teacher, probes into how to set up the post, how to realize the post examination, the connotation and characteristics of the appointment system. This paper expounds the concept of performance management, introduces the theory and method of performance appraisal into the field of post management of teachers in colleges and universities, studies the related performance appraisal for different posts, and realizes reasonable post appointment according to the results of evaluation. In the design stage of the teacher post management system in colleges and universities, the current system is analyzed, and the current system is transformed into the physical model of graphic representation, and the system model is constructed by using the unified modeling language UML. The static model and dynamic model of the system are described and modeled in detail. In the implementation stage, the system adopts the B / S mode, combines the Asp language to carry on the foreground network programming, uses the Access to carry on the background database design. This paper designs and implements the post management system of university teachers including teacher module, post setting module, post assessment module, post appointment module and administrator module. On the basis of the original assessment index setting, according to the new characteristics of teacher post management under the employment system and the specific implementation method of personnel management in N university, the teachers are managed by classification, and different assessment indexes and weights are set according to different teacher posts. Build a clear, easy to understand rating scale. Compared with the traditional paper examination and appointment mode, digital examination and appointment reduce the deviation caused by the traditional method. The network post management makes the teachers' participation not restricted by time and space, alleviates the teachers' resistance, and makes the personnel management work in colleges and universities more accurate, convenient and efficient.
【學(xué)位授予單位】：山西師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：G647.2

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 英樹志,曲立;我國高�？冃Э己酥写嬖诘膯栴}及對策[J];北京機(jī)械工業(yè)學(xué)院學(xué)報;2005年03期

2 馬少蓮;趙超;趙海琳;;高校教師工作績效考核體系研究[J];成都教育學(xué)院學(xué)報;2006年08期

3 陳攀峰;;談高校教師績效考核機(jī)制的構(gòu)建[J];成功(教育);2010年09期

4 王珊;;360度績效評估在高校績效管理中的應(yīng)用[J];重慶職業(yè)技術(shù)學(xué)院學(xué)報;2006年04期

5 梁程妙;高校教師績效考核體系存在的問題及對策[J];大眾科技;2005年03期

6 黃丹;;高校崗位設(shè)置管理工作初探[J];大眾科技;2009年12期

7 廖建鋒;淺析我國教師崗位聘任制中的績效考核[J];高等理科教育;2003年S2期

8 朱偉華,盧波;聘用制:高校教師學(xué)術(shù)骨干隊伍建設(shè)的雙刃劍——關(guān)于高校完善全員聘用制的若干思考[J];教師教育研究;2004年05期

9 李長華;美國高校教師績效評價的方法綜述[J];國家教育行政學(xué)院學(xué)報;2005年01期

10 黃維海;績效考評的層次分析和模糊綜合評判法模型及其應(yīng)用[J];甘肅聯(lián)合大學(xué)學(xué)報(自然科學(xué)版);2004年04期

相關(guān)碩士學(xué)位論文 前8條

1 王建軍;論高校教師評價中績效管理理論的應(yīng)用[D];華南師范大學(xué);2004年

2 孫金偉;普通高等學(xué)校教師綜合評價系統(tǒng)的研究[D];大連理工大學(xué);2004年

3 熊穎;重視人本價值取向的高校教師復(fù)合性考核評價研究[D];武漢理工大學(xué);2006年

4 趙秀國;高校聘任制下的教師績效考核體系研究[D];華北電力大學(xué)（北京）;2007年

5 陳曉潔;高校教師績效管理研究[D];河北工業(yè)大學(xué);2006年

6 張伶;基于B/S模式的教師信息系統(tǒng)的設(shè)計與實現(xiàn)[D];電子科技大學(xué);2008年

7 李承華;聘用制下高校教師績效考核系統(tǒng)的研究與實現(xiàn)[D];廈門大學(xué);2008年

8 陳祖澤;基于Web的看板式高校評教教師工作量管理系統(tǒng)[D];電子科技大學(xué);2009年

本文編號：2159577