本文關(guān)鍵詞：基于層次分析法的W高職院教師績效考核研究　出處：《石河子大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

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【摘要】：根據(jù)國務(wù)院關(guān)于分類推進(jìn)事業(yè)單位改革的指導(dǎo)意見,近期,全國分類推進(jìn)事業(yè)單位改革工作部署會(huì)議在北京召開。會(huì)上首次明確提出事業(yè)單位將實(shí)行分類改革,并給出事業(yè)單位改革的時(shí)間表。會(huì)議要求通過體制改革,鼓勵(lì)創(chuàng)新、加強(qiáng)績效管理,促進(jìn)公益事業(yè)更好更快地發(fā)展,不斷滿足人民群眾和社會(huì)經(jīng)濟(jì)發(fā)展對(duì)公益服務(wù)的需求�？梢�,確立事業(yè)單位績效考核制度是下一步事業(yè)單位改革的重中之重。為順應(yīng)事業(yè)單位改革的需要,響應(yīng)國家大力發(fā)展高等職業(yè)教育的號(hào)召,本文將嘗試通過對(duì)現(xiàn)行高職院校教師績效考核制度進(jìn)行研究,構(gòu)建合理、公平、科學(xué)的績效考核方案,實(shí)施績效管理,從而促進(jìn)高職院校順利轉(zhuǎn)軌,更好地適應(yīng)市場(chǎng)經(jīng)濟(jì)的發(fā)展。 基于高職教師績效考核的相關(guān)理論,本文首先對(duì)w高職院校教師績效考核的現(xiàn)狀進(jìn)行了研究分析及滿意度調(diào)查,指出了w高職院校教師績效考核存在指標(biāo)設(shè)置科學(xué)性不足、學(xué)院組織績效目標(biāo)的認(rèn)識(shí)性不足、教師績效考核的合理性不足、指標(biāo)劃分明確性不足以及考核結(jié)果應(yīng)用性不足等諸多問題。其次,為解決上述問題,本文運(yùn)用了文獻(xiàn)分析法、問卷調(diào)查法、層次分析法及案例分析法等方法,在現(xiàn)行考核內(nèi)容上建立了更加完善、科學(xué)的高職院校教師績效考核方案。本文主要采用層次分析法這一計(jì)算建模工具,根據(jù)上級(jí)主管單位對(duì)事業(yè)單位年度考核的規(guī)定和要求,結(jié)合高職院校的實(shí)際,對(duì)該績效考核內(nèi)容各個(gè)層面的指標(biāo)權(quán)重、區(qū)間、分值都做了科學(xué)、合理的測(cè)算和界定。再次,通過運(yùn)用優(yōu)化后的考核內(nèi)容對(duì)五位教師的實(shí)際績效成績做了運(yùn)算,得出了合適的績效結(jié)果。最后,通過合理地分析他們的績效結(jié)果,做出相應(yīng)的績效反饋。 該方案結(jié)合我國高職技術(shù)學(xué)院教師職位特征和工作特點(diǎn),針對(duì)w高職技術(shù)學(xué)院教師績效考核現(xiàn)狀,創(chuàng)新了適合高職技術(shù)學(xué)院教師職位特征的績效考核指標(biāo)體系,其指標(biāo)的權(quán)重也更加合理,體現(xiàn)了高職的特色和發(fā)展戰(zhàn)略目標(biāo)。實(shí)踐結(jié)果表明,本系統(tǒng)能對(duì)教師績效考核做出科學(xué)、合理的評(píng)價(jià),有助于教師績效考核目的的實(shí)現(xiàn)。同時(shí),該績效考核內(nèi)容對(duì)其他事業(yè)單位的績效管理,也有一定的借鑒意義。
[Abstract]:According to the guidance of the State Council on classifying and promoting the reform of public institutions, recently, a national conference on the deployment of classified promotion of the reform of institutions was held in Beijing, at which it was clearly pointed out for the first time that institutions would be subject to classified reform. The meeting calls for the adoption of institutional reform to encourage innovation, strengthen performance management, and promote better and faster development of public welfare undertakings. It can be seen that the establishment of performance appraisal system of institutions is the most important part of the next step of the reform of public institutions, in order to meet the needs of the reform of public institutions in order to meet the needs of the reform of public institutions in order to meet the needs of the masses of the people and social and economic development. In response to the call of the country to develop higher vocational education, this paper will try to establish a reasonable, fair and scientific performance appraisal scheme and implement performance management by studying the current performance appraisal system of teachers in higher vocational colleges. So as to promote the smooth transition of higher vocational colleges and better adapt to the development of market economy. Based on the theory of performance appraisal of teachers in higher vocational colleges, this paper firstly studies and analyzes the current situation of performance assessment of teachers in vocational colleges and conducts a survey of their satisfaction. This paper points out that the evaluation of teachers' performance in w higher vocational colleges is not scientific enough in setting indicators, insufficient in understanding of the objectives of organizational performance of colleges, and insufficient in rationality of teachers' performance appraisal. In order to solve the above problems, this paper uses the methods of literature analysis, questionnaire survey, AHP and case analysis. In the current assessment content to establish a more perfect, scientific performance evaluation scheme for teachers in higher vocational colleges. This paper mainly uses the Analytic hierarchy process (AHP), a computational modeling tool. According to the regulations and requirements of the higher management units on the annual assessment of institutions, combined with the reality of higher vocational colleges, the index weight, interval and score of each level of the performance appraisal content are scientific. Third, through the use of the optimized assessment of the actual performance of the five teachers to do the calculation, obtained the appropriate performance results. Finally, through a reasonable analysis of their performance results. Make corresponding performance feedback. Combined with the characteristics of teachers' positions and working characteristics, the scheme aims at the current situation of teachers' performance evaluation in technical colleges of vocational and technical colleges. This paper innovates the performance evaluation index system suitable for the teachers' position characteristics in higher vocational technical colleges, and the weight of the indicators is more reasonable, which reflects the characteristics of higher vocational education and the development strategy target. The practice results show that. This system can make scientific and reasonable evaluation of teachers' performance appraisal, which is helpful to the realization of the purpose of teachers' performance appraisal. At the same time, the content of the performance appraisal also has certain reference significance to the performance management of other institutions.
【學(xué)位授予單位】：石河子大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：G715.2

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