【作者】 赵丹；

【导师】 王庆军；

【作者基本信息】 合肥工业大学 ， 企业管理， 2009， 硕士

【摘要】 随着经济全球化和知识经济的到来,人才的竞争也愈演愈烈,高校作为培养高层次人才的摇篮,也面临着前所未有的机遇和挑战。20世纪90年代初,随着人们对人力资源管理理论和实践研究的重视,绩效管理逐渐成为一个被广泛认可的人力资源管理过程,它的方法已被国内外众多企业采用。高校不同于企业,如何将企业的管理方法有机地嫁接到高校,多年来一直是理论界积极探讨的一个热点问题。[1]高校管理人员作为学校政策的制定者,其能力和素质的高低直接关系到学校的办学水平的提升和办学目标的实现。绩效考核是人力资源管理的重要组成部分,是人事管理的一项基础工作,是各级组织和领导了解工作人员的基本手段。加强和改善高校管理人员的绩效考核是当前建立一支高素质、高效率的管理人员队伍的需要,也是提升学校管理水平,增强高校的核心竞争力的需要。本文从绩效考核的相关理论入手,阐述了绩效、绩效考核以及事业单位绩效考核的原则、技术、目的和作用,把绩效考核的相关理论引入到高校管理人员绩效考核中。通过对高校管理人员绩效考核概念的阐述,针对高校管理人员的特点,以宿州学院管理人员的绩效考核体系为研究对象,通过大量的搜集资料、问卷调查、实地访谈等方法,在理论与实践相结合的基础上,指出宿州学院管理人员绩效考核中存在的误区和主要问题,并对问题产生的原因进行系统的分析,最后结合宿州学院的实际情况重新设计了宿州学院行政管理人员绩效考核指标体系。期待本文的研究能对宿州学院以及同类兄弟院校绩效管理体系的健全和完善提供有益的参考和借鉴。更多还原

【Abstract】 With the arrival of economical globalization and knowledge economy, the competition between talented people is becoming progressively fierce. As the cradle of cultivating high-level talented people, universities are confronted with unprecedented opportunities but also challenges. With increasing attention on the theory and practice research of human resource management at the beginning of 1990s, the performance management has gradually become one management process of human resources which is widely recognized, whose method has already been adopted by many domestic and foreign enterprises. Since universities are different from enterprises, it has been a hot topic positively discussed by theorists for many years that how to transfer the enterprise management into university. As the university administrative staff are the makers of school regulations, their quality and ability are directly related to the promotion of school level and the realization of school goal. The performance appraisal is one important constituent and basic work of human resources management, and one essential method for organizations and leaders of all levels to know their staff. Strengthening and improving the performance appraisal of university administrative staff caters for the demand to establish high-quality and high-efficiency administrative troop. Besides, it also meets the need to improve the school administration level and enhance the core competitiveness of university.Proceeding with relevant theories of performance appraisal, this thesis has elaborated the performance, the performance appraisal and its aim, function and principle. After explaining the concept of performance appraisal of university administrative staff, the thesis, with reference to the characteristics of university administrative staff, has taken the performance appraisal system of Suzhou University as the object of study. Meanwhile, the thesis has adopted a series of research methods, namely, massive collection of materials, questionnaire survey, spot interview. Consequently, based on the combination of theory and practice, the thesis has pointed out the exsisting misunderstandings and main problems in the performance appraisal of Suzhou University administrative staff, and proposed the corresponding countermeasure and suggestion. It is hoped that the research of the thesis can provide some beneficial reference to the integrity and perfection of performance appraisal system of Suzhou University and other universities.更多还原