本文選題：平衡記分卡 + 輔導(dǎo)員績效考核　； 參考：《湖南師范大學(xué)》2013年碩士論文

【摘要】：高職院校教師隊伍中,輔導(dǎo)員的角色承擔(dān)了極為重要的責(zé)任,他對在校大學(xué)生的思想政治教育、日常管理、學(xué)生個人成長、學(xué)校管理和發(fā)展上有著重要的作用。輔導(dǎo)員績效考核指標體系的構(gòu)建,具有導(dǎo)向、約束和激勵作用,能夠讓輔導(dǎo)是清晰了解工作要求和目標,通過績效考核指標,能夠在工作中有的放矢,從而積極、主動、創(chuàng)造性的履行工作職責(zé)。然而現(xiàn)階段,湖南信息科學(xué)職業(yè)學(xué)院輔導(dǎo)員的績效考核指標體系仍然存在較多問題：績效考核指標體系設(shè)計的重要性認識不足、績效考核指標設(shè)置不科學(xué),無法體現(xiàn)學(xué)院戰(zhàn)略目標、績效考核指標缺乏深層次分析、激勵性不強、績效考核指標權(quán)重的分配,缺乏科學(xué)性等,因此,建立一套科學(xué)合理的輔導(dǎo)員工作績效考核指標體系成為一個客觀現(xiàn)實的需要。 本文通過對國內(nèi)外高職輔導(dǎo)員績效管理文獻進行分析總結(jié),并闡述了平衡記分卡和關(guān)鍵績效指標法對于本研究的重要借鑒作用,嘗試將這兩種企業(yè)績效管理哩論引入到針對學(xué)院輔導(dǎo)員績效考核指標體系的構(gòu)建中來。文章將平衡記分卡原來的“財務(wù)、客戶、內(nèi)部運營和學(xué)習(xí)與成長”四個維度”轉(zhuǎn)化為“效益評價、服務(wù)工作、思想政治教育和日常管理、能力素質(zhì)拓展與創(chuàng)新”四個一級指標。 方法上,本文采用了訪談法、文獻資料分析法和案例分析法等方法,對湖南信息科學(xué)職業(yè)學(xué)院的輔導(dǎo)員管理現(xiàn)狀以及績效考核現(xiàn)狀進行了介紹,分析了湖南信息科學(xué)職業(yè)學(xué)院輔導(dǎo)員績效考核指標體系存在的不足和原因。以此為依據(jù),介紹了平衡記分卡和KPI相關(guān)理論,設(shè)計了基于平衡記分卡的KPI績效考核指標體系,并運用了權(quán)值因子法對指標權(quán)重進行分配,最后探討了此體系在實施和應(yīng)用過程中的績效考核原則、組織、薪酬分配、績效考核結(jié)果運用等問題。
[Abstract]:The role of counselors plays an important role in the teachers of higher vocational colleges and plays an important role in the ideological and political education, daily management, personal growth, school management and development of college students. The construction of the indicator system of instructor's performance appraisal has the function of guidance, restraint and encouragement, and it can make the guidance clearly understand the work requirements and objectives, and through the performance appraisal index, it can be targeted in the work, so as to be active and active. Perform job duties creatively. However, at the present stage, there are still many problems in the performance appraisal index system of the counselors of Hunan Vocational College of Information Science: the importance of the design of the performance appraisal index system is insufficient, and the setting of the performance appraisal index is not scientific. It can not reflect the strategic goal of the college, the performance appraisal index lacks the deep level analysis, the incentive is not strong, the performance appraisal index weight distribution, lacks the science and so on, therefore, It is necessary to establish a set of scientific and reasonable evaluation index system for counselors' work performance. This paper analyzes and summarizes the literature on the performance management of counselors at home and abroad, and expounds the important reference function of the balanced Scorecard and the key performance indicator method for this study. This paper attempts to introduce these two theories of enterprise performance management into the construction of evaluation index system for college counselors. In this paper, the original four dimensions of balanced Scorecard "finance, customer, internal operation and learning and growth" are transformed into "benefit evaluation, service work, ideological and political education and daily management, ability development and innovation". Methods: this paper introduces the present situation of counselor management and performance evaluation in Hunan Vocational College of Information Science by using the methods of interview, literature analysis and case analysis. This paper analyzes the shortcomings and reasons of the evaluation index system of counselors in Hunan Vocational College of Information Science. Based on this, this paper introduces the relevant theories of balanced Scorecard and KPI, designs the performance evaluation index system of KPI based on balanced Scorecard, and applies the weight factor method to distribute the weight of the index. Finally, this paper discusses the performance appraisal principle, organization, salary distribution and application of the system in the process of implementation and application.
【學(xué)位授予單位】：湖南師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：G717.2

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本文編號：2050026