本文選題：高職院校 + 行政人員　； 參考：《電子科技大學(xué)》2013年碩士論文

【摘要】：中山X學(xué)院結(jié)合中山市“十二五”發(fā)展規(guī)劃綱要指出2011-2015年是學(xué)院創(chuàng)出辦學(xué)特色、打造職業(yè)教育品牌的關(guān)鍵時(shí)期，加強(qiáng)內(nèi)涵建設(shè)，提高學(xué)院核心競(jìng)爭(zhēng)力和創(chuàng)建省級(jí)示范性高職院校將是發(fā)展戰(zhàn)略的重點(diǎn)。一線教學(xué)人員和行政人員的工作能力和水平在一定程度上都決定著學(xué)院核心競(jìng)爭(zhēng)力的提高，但學(xué)院目前在對(duì)行政人員的管理方面與一線教師相比，在規(guī)章制度和執(zhí)行效果上明顯相對(duì)滯后，成為學(xué)院現(xiàn)階段發(fā)展中的薄弱環(huán)節(jié)。因此，加強(qiáng)對(duì)行政人力資源的科學(xué)合理管理，尤其是通過(guò)績(jī)效管理中績(jī)效考核的科學(xué)實(shí)施來(lái)激發(fā)行政人員的工作熱情，提高工作質(zhì)量和效率對(duì)現(xiàn)階段中山X學(xué)院的發(fā)展具有非常重要的意義。因此，組織人事部門(mén)聯(lián)合各行政職能部門(mén)從考核目的、考核形式、考核指標(biāo)和績(jī)效反饋等方面制定、實(shí)施了現(xiàn)行的行政人員績(jī)效考核方案，主要從“德、能、勤、績(jī)、廉”等五個(gè)方面對(duì)行政人員進(jìn)行考核，起到了較好的績(jī)效評(píng)價(jià)作用。但由于行政人員工作本身的復(fù)雜性、不確定性以及績(jī)效的多因性、多維性等因素影響，仍難以對(duì)行政人員的工作績(jī)效做出全面、客觀、公正的評(píng)價(jià)，需要進(jìn)一步改進(jìn)、完善。 為此，本文針對(duì)行政人員工作復(fù)雜、難考核等特點(diǎn)，結(jié)合學(xué)院現(xiàn)行行政人員績(jī)效考核體系的現(xiàn)狀，以中山X學(xué)院現(xiàn)階段發(fā)展戰(zhàn)略目標(biāo)對(duì)行政人員提出的新要求為基礎(chǔ)，運(yùn)用績(jī)效考核相關(guān)理論、原則來(lái)改進(jìn)完善中山X學(xué)院行政人員績(jī)效考核體系。具體研究?jī)?nèi)容主要包括以下三個(gè)方面的內(nèi)容： 首先，結(jié)合當(dāng)前高職教育發(fā)展迅速、競(jìng)爭(zhēng)日益激烈的大趨勢(shì)，依據(jù)中山X學(xué)院現(xiàn)階段強(qiáng)化內(nèi)涵建設(shè)，爭(zhēng)創(chuàng)示范院校的發(fā)展戰(zhàn)略要求，提出加強(qiáng)行政人力資源管理對(duì)學(xué)院戰(zhàn)略目標(biāo)實(shí)現(xiàn)的重要性，尤其分析了績(jī)效考核這個(gè)環(huán)節(jié)在激勵(lì)行政人力員工作熱情、提高工作效率和水平方面的重要作用。 其次，針對(duì)現(xiàn)行考核方案在實(shí)施操作過(guò)程中表現(xiàn)出考核目的不明確，考核形式過(guò)于僵化、考核指標(biāo)設(shè)置不夠細(xì)化、缺乏績(jī)效反饋，最終使績(jī)效考核流于形式的現(xiàn)狀，靈活運(yùn)用績(jī)效考核基本理論、原則對(duì)現(xiàn)行績(jī)效考核方案中的問(wèn)題進(jìn)行分析研究，找出問(wèn)題的根源，并從院級(jí)領(lǐng)導(dǎo)層面、作為被考核者的行政人員層面和考核組織者層面三個(gè)方面提出改進(jìn)策略。 最后，根據(jù)改進(jìn)策略，，對(duì)中山X學(xué)院行政人員的考核體系進(jìn)行了重新構(gòu)建，并重點(diǎn)對(duì)行政人員績(jī)效考核指標(biāo)內(nèi)容和指標(biāo)權(quán)重進(jìn)行了重新設(shè)計(jì)。
[Abstract]:Zhongshan X College, combined with the outline of the 12th Five-Year Plan of Zhongshan City, points out that 2011-2015 is the key period for the college to create its own school characteristics, create a brand of vocational education, and strengthen its connotation construction. Improving the core competence of the college and establishing the provincial model higher vocational colleges will be the key points of the development strategy. To a certain extent, the ability and level of front-line teaching staff and administrative staff determine the improvement of the core competitiveness of the college, but the college is now compared with front-line teachers in the management of administrative staff. In the rules and regulations and the implementation of the effect is relatively lagging behind, becoming a weak link in the development of the college at this stage. Therefore, to strengthen the scientific and reasonable management of administrative human resources, especially through the scientific implementation of performance evaluation in order to stimulate the enthusiasm of administrative staff, Improving work quality and efficiency is of great significance to the development of Zhongshan X College. Therefore, the organization of personnel departments in conjunction with various administrative functional departments from the purpose of assessment, assessment form, evaluation indicators and performance feedback and other aspects of the implementation of the current performance appraisal program of administrative personnel, mainly from the "morality, ability, diligence, performance," Lian "and other five aspects of the administrative staff assessment, played a better role in performance evaluation." However, due to the complexity, uncertainty, multi-factor and multi-dimension of performance, it is still difficult to make a comprehensive, objective and fair evaluation of the performance of administrative staff, which needs further improvement and improvement. Therefore, aiming at the complex and difficult work of administrative staff and combining with the present situation of the present performance appraisal system of administrative staff, this paper bases on the new requirements of Zhongshan X Institute's current development strategy goal for administrative staff. Apply the theory and principle of performance appraisal to improve and perfect the performance appraisal system of administrative staff of Zhongshan X University. The specific research contents mainly include the following three aspects: first, according to the current trend of rapid development of higher vocational education and increasingly fierce competition, according to Zhongshan X College, we should strengthen the connotation construction at this stage. This paper puts forward the importance of strengthening the management of administrative human resources to the realization of the strategic goal of the college, especially analyzes the link of the performance appraisal to stimulate the enthusiasm of the administrative human resource staff. An important role in improving efficiency and level of work. Secondly, in view of the present situation that the purpose of assessment is not clear, the form of assessment is too rigid, the setting of evaluation index is not enough, the performance feedback is not enough, and the performance appraisal is a mere form. Apply the basic theory of performance appraisal flexibly, analyze and study the problems in the current performance appraisal scheme, find out the root of the problem, and from the leadership level, The improvement strategies are put forward in three aspects: the administrative staff level and the evaluation organizer level. Finally, according to the improved strategy, the paper reconstructs the appraisal system of the administrative staff of Zhongshan X College, and redesigns the content and weight of the performance appraisal index of the administrative staff.
【學(xué)位授予單位】：電子科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：G717.2

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 丁慧平;沙迪;;中國(guó)大學(xué)戰(zhàn)略績(jī)效評(píng)價(jià)探析——基于平衡計(jì)分卡理論的研究[J];北京交通大學(xué)學(xué)報(bào)(社會(huì)科學(xué)版);2007年01期

2 譚建偉;陳理濤;;高校職能管理部門(mén)績(jī)效評(píng)價(jià)研究[J];重慶工學(xué)院學(xué)報(bào)(社會(huì)科學(xué)版);2009年08期

3 王珊;;360度績(jī)效評(píng)估在高�？�(jī)效管理中的應(yīng)用[J];重慶職業(yè)技術(shù)學(xué)院學(xué)報(bào);2006年04期

4 賈改平;;高校人力資源管理特點(diǎn)分析[J];高等教育研究;2005年04期

5 劉兵;郭然;;高校行政管理人員績(jī)效管理研究[J];黑龍江教育(高教研究與評(píng)估);2006年06期

6 譚亞偉;;關(guān)于高校管理人員績(jī)效考核若干問(wèn)題的思考[J];經(jīng)濟(jì)師;2009年05期

7 劉兵;郭然;;基于平衡計(jì)分卡的高校行政管理部門(mén)績(jī)效指標(biāo)體系構(gòu)建[J];高教發(fā)展與評(píng)估;2007年01期

8 張金磊;;院校研究與高職院校的發(fā)展[J];科技創(chuàng)業(yè)月刊;2008年09期

9 原海濱,綦良群;高校行政部門(mén)績(jī)效考評(píng)指標(biāo)的研究[J];科技與管理;2003年06期

10 王偉tD;易柱勤;趙鵬舉;;平衡計(jì)分卡在高校行政部門(mén)績(jī)效管理中的應(yīng)用[J];科技與管理;2008年06期

相關(guān)碩士學(xué)位論文 前4條

1 原海濱;高校行政部門(mén)績(jī)效評(píng)價(jià)研究[D];哈爾濱理工大學(xué);2003年

2 許虎;大學(xué)行政組織有效性研究[D];首都師范大學(xué);2006年

3 郭然;高校行政管理部門(mén)績(jī)效管理研究[D];河北工業(yè)大學(xué);2006年

4 趙丹;宿州學(xué)院行政管理人員績(jī)效考核體系研究[D];合肥工業(yè)大學(xué);2009年

本文編號(hào)：2106486