【作者】 张燕；

【导师】 陈引社； 赵之胜；

【作者基本信息】 长安大学 ， 交通运输工程， 2007， 硕士

【摘要】 高校作为高层次人才主要的输送基地,在整个教育中占主导地位。而高校教师是高等教育发展的首要资源,是高校的核心所在。利用、开发教师资源,对教师实施绩效管理显得非常重要。但是,由于高校教师绩效管理没有成功的经验借鉴,各高校近几年对教师探索性的绩效管理,效果都不明显,有的甚至出现了负效应。因此,非常有必要对高校教师绩效管理进行研究。本论文在大量占有文献资料的前提下,运用理论分析和实际相结合的方法,结合高校教师的人性及工作特点,对高校教师的绩效管理作了较为深入的分析和研究,提出了全新的绩效管理模型,优化了传统的绩效管理流程,设计出高校教师人性化绩效管理方案。最后,笔者结合高校教师的工作性质和机理分析,运用人性化管理理论,构建了高校教师的绩效提升机制,探索出了高校教师绩效管理的新思路。更多还原

【Abstract】 As the main transporting base for high level talented people, College and University take a leading role in the whole education system. Moreover, teachers, as the chief resource for the development of higher education, are the core of college and university. So it is very important to use, to develop the teacher resources and to carry out the performance management among teachers. However, because there is no successful experience for reference, so in recent years the effect of exploring performance management on teachers in colleges and universities is not evident, some of which are even negative. Therefore, it is very necessary to study on the performance management among the college and university teachers.Based on a large volume of literature and data, and considered the human nature and work characteristic of college and university teachers, this thesis has a relatively deep analysis and study on the performance management among college and university teachers through the method of combining theory analysis with practice, and it brings forward a brand new model of performance management, optimizes the process of traditional management, and designs the scheme of human-based performance management. At last, combining the work character and mechanism analysis of college and university teachers, using the theory of human-based management, the author constructs the upgrading mechanism of performance for the teachers, and explores a new train of thought.更多还原