本文關(guān)鍵詞：包頭職業(yè)技術(shù)學(xué)院中層干部考核評(píng)價(jià)問(wèn)題研究　出處：《中央民族大學(xué)》2013年碩士論文　論文類(lèi)型：學(xué)位論文

  更多相關(guān)文章： 高等職業(yè)院校 中層干部 考核評(píng)價(jià)體系 績(jī)效考核

【摘要】：作為高等職業(yè)院校管理工作的主要實(shí)施者,高等職業(yè)院校的中層干部是實(shí)現(xiàn)教學(xué)、科研兩大社會(huì)功能的基礎(chǔ),是溝通上下左右,聯(lián)系內(nèi)外的橋梁和樞紐,他們的德能品行,在一定程度上決定了高等職業(yè)院校的生存和前途,直接影響著高等職業(yè)教育的發(fā)展和競(jìng)爭(zhēng)力,所以,一支高素質(zhì)的高等職業(yè)院校中層干部隊(duì)伍對(duì)于高等職業(yè)教育發(fā)展是必不可少的。隨著以人事制度和分配制度改革為重點(diǎn)的高等職業(yè)教育內(nèi)部管理體制改革地不斷深入,高等職業(yè)院校中層干部的考核評(píng)價(jià)工作,已不僅僅只局限于識(shí)人和用人的作用,更多的開(kāi)始考慮發(fā)揮如何更為有效地激勵(lì)干部,提高干部素質(zhì),增強(qiáng)干部能力和督促干部認(rèn)真履行職責(zé)等作用,故而,加強(qiáng)和完善高等職業(yè)院校中層干部考核評(píng)價(jià)工作,對(duì)促進(jìn)高等職業(yè)院校全面發(fā)展,具有重要的理論和現(xiàn)實(shí)意義。 目前的高等職業(yè)院校中層干部考核評(píng)價(jià)工作,不論是在組織管理上,還是技術(shù)應(yīng)用上,以及考核結(jié)果的反饋和監(jiān)管上,都有比較系統(tǒng)的理論研究,許多先進(jìn)的考核方式也被漸漸引用,尤其是在技術(shù)層面,使得考核工作越來(lái)越科學(xué)合理,也為中層干部管理工作提供了更多,更為客觀有效的參考依據(jù)。但是,由于地區(qū)發(fā)展的不同,院校與院校之間的差距,還有些院校的中層干部考核評(píng)價(jià)工作仍然存在一些不足,處于較為粗放的管理狀態(tài)之下,還存在一些問(wèn)題,尤其是在西部地區(qū),比如說(shuō)：考核評(píng)價(jià)體系不夠科學(xué)、考核評(píng)價(jià)指標(biāo)不夠細(xì)化、評(píng)價(jià)主體不夠完備、評(píng)價(jià)方式有待改變等。要解決這些問(wèn)題,就要進(jìn)一步優(yōu)化高等職業(yè)院校中層干部考核評(píng)價(jià)體系。 本文以地處西部的“國(guó)家示范性高等職業(yè)院校建設(shè)計(jì)劃”立項(xiàng)建設(shè)院�！^職業(yè)技術(shù)學(xué)院為例進(jìn)行研究。首先,分析了包頭職業(yè)技術(shù)學(xué)院中層干部現(xiàn)狀,介紹了中層干部隊(duì)伍和崗位構(gòu)成,對(duì)學(xué)院現(xiàn)有的中層干部考核評(píng)價(jià)體系,從考核的原則、評(píng)價(jià)的主體、組織實(shí)施和結(jié)果應(yīng)用上,進(jìn)行了全面的分析說(shuō)明。其次,根據(jù)分析提出目前學(xué)院中層干部考核評(píng)價(jià)工作中存在的主要問(wèn)題,如考核評(píng)價(jià)指標(biāo)設(shè)置導(dǎo)向性不突出,考核評(píng)價(jià)方式方法相對(duì)落后,考核評(píng)價(jià)結(jié)果運(yùn)用不完善等,并從管理體制、組織建設(shè)等不同的角度,分析了產(chǎn)生問(wèn)題的原因。最后,從設(shè)計(jì)科學(xué)合理的中層干部考核評(píng)價(jià)指標(biāo),引入先進(jìn)的績(jī)效考核評(píng)價(jià)方式,以及關(guān)注考核評(píng)價(jià)結(jié)果的反饋和運(yùn)用,三個(gè)方面提出完善學(xué)院中層干部考核評(píng)價(jià)的方法。
[Abstract]:As the main implementers of the management of higher vocational colleges, the middle level cadres of higher vocational colleges are the basis of realizing the two social functions of teaching and scientific research, and are the bridges and hubs of communication between the top and the bottom, and between the inside and outside. To a certain extent, their moral character determines the survival and future of higher vocational colleges and directly affects the development and competitiveness of higher vocational education. A high quality middle level cadre team is essential for the development of higher vocational education. With the reform of internal management system of higher vocational education focusing on the reform of personnel system and distribution system, the reform of internal management system of higher vocational education continues. Deep. The evaluation of middle-level cadres in higher vocational colleges has not only been limited to the role of people and personnel, more began to consider how to play a more effective incentive cadres, improve the quality of cadres. To strengthen the ability of cadres and urge cadres to perform their duties conscientiously, therefore, to strengthen and improve the evaluation of middle-level cadres in higher vocational colleges and universities will promote the all-round development of higher vocational colleges and universities. It has important theoretical and practical significance. At present, the evaluation of middle-level cadres in higher vocational colleges and universities, whether in organizational management, technical application, as well as feedback and supervision of assessment results, there are more systematic theoretical research. Many advanced assessment methods are also gradually cited, especially in the technical level, making the assessment work more scientific and reasonable, but also for the management of middle-level cadres to provide more, more objective and effective reference. Due to the difference of regional development and the gap between colleges and universities, there are still some deficiencies in the assessment and evaluation of middle level cadres in some colleges and universities, and there are still some problems under the condition of extensive management. Especially in the western region, for example: the evaluation system is not scientific, the evaluation index is not detailed enough, the evaluation body is not complete, the evaluation method needs to be changed, and so on. It is necessary to further optimize the evaluation system of middle-level cadres in higher vocational colleges and universities. This paper takes Baotou Vocational and Technical College as an example. Firstly, it analyzes the current situation of middle-level cadres in Baotou Vocational and Technical College. This paper introduces the ranks and post composition of the middle level cadres, and gives a comprehensive analysis and explanation of the existing evaluation system of the middle level cadres in the college from the aspects of the assessment principles, the main body of the evaluation, the implementation of the organization and the application of the results. Secondly. According to the analysis, the paper points out the main problems existing in the evaluation work of middle level cadres in colleges, such as that the setting of evaluation indexes is not prominent, and the methods of assessment and evaluation are relatively backward. The results of assessment are not perfect, and from the management system, organizational construction and other different angles, analysis of the causes of the problem. Finally, from the design of scientific and reasonable evaluation indicators for middle-level cadres. This paper introduces the advanced performance appraisal method, pays close attention to the feedback and application of the evaluation result, and puts forward three ways to perfect the evaluation method of the middle-level cadres in the college.
【學(xué)位授予單位】：中央民族大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：G717.2

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本文編號(hào)：1437849