【摘要】：高校人事管理工作中最重要的方面即是對高校教師進(jìn)行績效考核，這項(xiàng)考核要根據(jù)高校的發(fā)展戰(zhàn)略和使命，對教師的工作行為及工作成果進(jìn)行考核和考核。因此，科學(xué)公平的教師績效考核方法才能真正激發(fā)教師對工作的熱情，才能幫助教師實(shí)現(xiàn)他們的人身目標(biāo)，同時(shí)還能為學(xué)校打造一批優(yōu)質(zhì)的員工，一批高素質(zhì)的教師隊(duì)伍。 目前，我國高校教師績效考核的目的在于反應(yīng)教師過去的工作成果，從而為被考核對象現(xiàn)在或者以后的物質(zhì)報(bào)酬、職稱榮譽(yù)提供依據(jù)。而對于高校教師這一特殊群體—知識(shí)型員工，在物質(zhì)上給予豐厚的報(bào)酬這遠(yuǎn)遠(yuǎn)不是教師們所追求的，教師們所追求的是工作的自主性、個(gè)人發(fā)展空間的廣度及教學(xué)科研上所取得的成績等等。而這些需求都需要建立在一個(gè)合理完善的管理體制下。一套科學(xué)、公平的績效考核體系是保證學(xué)�？冃Ч芾砉ぷ髡＿M(jìn)行的前提條件。 近年來，也有很多專家、學(xué)者對高校教師績效考核進(jìn)行了研究，提出了將現(xiàn)代企業(yè)人力資源管理理論運(yùn)用到高�？冃Э己酥�，比如，平衡計(jì)分卡（BSC理論），360度考核法等等。受這些研究的啟發(fā)，筆者提出將關(guān)鍵績效指標(biāo)考核法運(yùn)用到高校教師績效考核中來。 關(guān)鍵績效指標(biāo)考核法是指參照學(xué)校下一年的戰(zhàn)略目標(biāo)，先確定好各院系教師們的工作目標(biāo)，以目標(biāo)為導(dǎo)向確定相應(yīng)的考核指標(biāo)、標(biāo)準(zhǔn)和權(quán)重，用這樣的一套指標(biāo)體系來評定教師們所擔(dān)負(fù)工作的完成情況，員工的工作職責(zé)履行程度和員工的職業(yè)發(fā)展情況，并且將評定結(jié)果反饋給教師的過程，從而達(dá)到指導(dǎo)被考核者工作行為，提高工作績效等目的。作為一種新的業(yè)績改進(jìn)方法，關(guān)鍵績效指標(biāo)考核法已經(jīng)在企業(yè)的績效管理中取得了良好的效果。 本文包含五個(gè)部分內(nèi)容。 第一部分導(dǎo)言主要介紹選題的緣由，從高校績效考核現(xiàn)狀談起，提出將關(guān)鍵績效指標(biāo)考核法應(yīng)用到高校教師績效考核中去，介紹了研究意義、擺明基本研究思路：從選題緣由開始到KPI理論的概述再到我國高校教師績效考核現(xiàn)狀分析最后談到高校應(yīng)用KPI的策略。對國內(nèi)外研究情況進(jìn)行分析，在前人零星研究基礎(chǔ)上，，運(yùn)用理論研究與文獻(xiàn)研究相結(jié)合的方法，對“高校教師績效考核”進(jìn)行較為深入的研究。 第二部分對關(guān)鍵績效指標(biāo)考核法相關(guān)概念進(jìn)行概述，并找出關(guān)鍵績效指標(biāo)考核理論運(yùn)用到我國高校教師績效考核中的切入點(diǎn)，介紹KPI考核法的優(yōu)勢與特點(diǎn)，意義與功能，運(yùn)用KPI進(jìn)行績效考核的流程，KPI考核法為我國高校教師績效考核改革提供了指導(dǎo)思想。 第三部分筆者將主要分析中國高校教師績效考核的現(xiàn)狀。通過對我國現(xiàn)階段教師績效考核從主體、內(nèi)容、程序、方法、結(jié)果運(yùn)用等方面的了解與分析，得出我國高校教師績效考核在考核目標(biāo)、考核方法、考核內(nèi)容、考核主體、考核周期及考核反饋中存在的問題和缺陷。 第四部分筆者將運(yùn)用具體的學(xué)科研究方法進(jìn)行分析，提出了在高校教師績效考核中運(yùn)用KPI的設(shè)想。通過訪談法和問卷調(diào)查法，對高校的相關(guān)教師進(jìn)行走訪、調(diào)查，介紹了高校怎樣運(yùn)用KPI考核法改變學(xué)校的績效考核制度，包括建立高校KPI的基本思路、高校KPI的建立程序、KPI對高�？冃Э己梭w系的促進(jìn)、KPI運(yùn)用在高�？冃Э己酥袘�(yīng)注意的問題四個(gè)方面。 最后結(jié)束語包括總結(jié)全文、創(chuàng)新之處以及不足之處，以及對未來研究的展望。
[Abstract]:The most important aspect of the university's personnel management work is to carry out the performance appraisal to the university teachers, the assessment should be based on the development strategy and mission of the university, and the teacher's work behavior and the work result are evaluated and evaluated. Therefore, the scientific and fair teacher's performance appraisal method can really stimulate the teachers' enthusiasm to work, can help the teachers to realize their personal goals, and also can build a number of high-quality staff and a group of high-quality teachers in the school. At present, the purpose of the performance appraisal of the university teachers in our country is to reflect the work results of the teachers in the past, so as to provide the professional title and the honor with the current or future material compensation of the object to be examined. As for the knowledge-based staff of the special group of the university and the university, it is far from the teacher's pursuit, and the teachers are pursuing the autonomy of the work, the breadth of the individual development space and the achievements made in the teaching and research. and so on. These needs all need to be established in a reasonable and well-established management system Next, a scientific and fair performance appraisal system is a prerequisite for ensuring the normal performance management of the school In recent years, many experts and scholars have studied the performance appraisal of the university teachers, and put forward the application of the modern enterprise human resources management theory to the performance appraisal of the university, such as the BSC theory and the 360 degree assessment. In the light of these studies, the author puts forward the application of the key performance index assessment method to the university teachers' performance test. The key performance indicator assessment method refers to the strategic goal of the next year in the reference school, and first determines the work objective of each department's teachers, and determines the corresponding assessment index, standard and weight based on the objective, and uses such a set of index system to assess the work of the teachers The completion of the work, the degree of performance of the staff and the professional development of the staff, and the feedback of the evaluation results to the process of the teacher, so as to guide the work behavior of the appraiser and improve the work. As a new method of performance improvement, the key performance index assessment method has been made in the performance management of the enterprise A good effect. This article The introduction of the first part mainly introduces the reason of the topic, from the current situation of the performance appraisal of the university, and puts forward the application of the key performance index assessment method to the performance appraisal of the university teachers, and introduces the significance of the research. On the basis of the analysis of the present situation of the performance appraisal of the university teachers in our country, the basic research thoughts of the present invention are as follows: from the beginning of the selection of the topic and the summary of the KPI theory, the present analysis of the performance appraisal of the university teachers in China The strategy of the application of KPI in the school is to analyze the research situation at home and abroad. On the basis of the previous research, the paper applies the combination of the theory and the literature to the 鈥渢he performance appraisal of university teachers鈥

本文編號(hào)：2430367