【作者】 杨华；

【导师】 郑艳群；

【作者基本信息】 武汉工程大学 ， 工商管理， 2018， 硕士

【副题名】以A高校为例

【摘要】 我国高等教育正在蓬勃发展中,通过引入国内外的先进的教育资源和方法,民办高等教育这种新型的办学模式在促进我国高等教育事业的改革和进一步发展上屡立奇功。民办高等教育作为知识创新的摇篮和改革教育事业的先行军,民办高校自身人才的质量决定了高校的教育质量。民办高校的教师是知识的传授者,自然成为了民办高等教育质量的最关键的一环。因此,完善并改进现有的民办高校教师的考核制度,对激发民办高校教师的工作热情和潜力具有重要意义。但在目前,我国民办高校进行的教师绩效考核仅仅是反映过去的工作业绩,较为偏重量化考核。教师的薪酬提升和职级晋升均与绩效考核密不可分。这和企业人力资源管理部门对员工进行的绩效考核是一模一样的。但教师与企业员工相比,却有着不可忽视的一个特点:他们的工作性质不是与很多企业里的员工一样的简单的机械劳动,而是为人才的培养提供脑力劳动和智力支持。他们需要的是更自由广阔的工作发展和自我提升。而不仅仅是物质上的满足。这些需求要想得到满足就必须有一套完整且有效的教师绩效考核体系来支撑。自从民办高校飞速改革并发展的这些年来,很多相关专家利用民办高校灵活且办学自由的特点,进行了一系列的研究实践。将用于企业的人力资源管理理论(如360度考核法,平衡计分卡法等)试着运用于高校教师日常的管理中。虽取得了一定的成果和实效,但效果依然有局限性。因而我们结合民办高校教师的教学模式和特点,提出将企业人力资源管理中运用较为成熟的关键绩效指标考核法(KPI)尝试用于民办高校中。关键绩效指标考核法将企业组织的战略目标分解为每个员工的考核目标,作为员工的考核依据,据此考核员工在某段时间内的工作业绩,以此作为企业管理者根据考核结果给员工提供劳务报酬、职务晋升等的参照。本研究包括五个部分,第一部分是绪论部分,对国内外已有的有关教师绩效考核体系的文献进行研究,结合我国民办高校的实际情况进而进行更深入的研究。第二部分,整合绩效考核相关理论和方法,阐明绩效考核运用于高校的优势所在,提出一些切实可行的建议给民办高校管理者作为参考。第三部分,结合A高校教师绩效考核现状,对A高校乃至于全部民办高效教师绩效考核的困境进行分析,结果是目前民办高校教师绩效考核不管是从考核内容、考核主体、考核程序方法,最后到考核结果的运用等方面都存在明显的缺陷。第四部分,对A高校教师和相关人员进行问卷调查,基于该高校实际情况并听取专家意见对A民办高校绩效考核体系进行整理和综合分析,构建A民办高校教师基于KPI的绩效考核体系。第五部分,给当前民办高校教师基于KPI的绩效考核体系的构建提出一些切实有效的建议,并总结全文。更多还原

【Abstract】 With the continuous development of China’s higher education cause,private higher education,as a new school-running mode,has promoted the reform and development of China’s higher education cause by introducing domestic and foreign advanced education resources and education teaching methods.At present,China’s private higher education in high-speed development period,as the cradle of knowledge innovation and the first army of the education reform,the quality of private higher education determines the quality of talent cultivation,in turn,affects the quality of the private higher education,while private colleges teachers is the most important in determining the quality of education run by the local colleges and universities.Therefore,it is of great practical significance to improve and perfect the evaluation system and methods of teachers in private institutions of higher learning and stimulate their enthusiasm and potential.But for now,,to the purpose of teacher performance appraisal limited to reflect its past performance,quantitative assessment of lay particular stress on,teachers’ salaries,title evaluation,remuneration to distribute or rank promotion on the basis of this and the employee’s performance appraisal of enterprise organization is exactly the same.But the college teachers are difference with the biggest characteristic of enterprise employees: they are provide intellectual support for the cultivation of talents rather than simple duplication of effort,they have no unified standard of operation,and teachers are pursuing is not only material rewards,they also need a broad space for personal development,work greater autonomy and a breakthrough research activities and so on.Without a set of systematic and complete performance assessment system combining with the characteristics of colleges and universities,these demands cannot be effectively guaranteed.Many experts and scholars use the school-running mechanism of the private colleges are relatively flexible and free atmosphere,did quite a lot of study and trying,applying some modern enterprise human resource management theory to the daily management of university teachers and incentives,such as the 360-degree appraisal,the balanced scorecard(BSC),and so on.Also obtained certain result and actual effect.But the effect is limited.Based on years of work experience in private universities,this paper proposes to use the key performance indicator assessment method(KPI)in the teacher performance assessment system.Key performance indicator assessment(KPI)has been used in modern enterprise management and achieved good results.It successfully decomposes the overall strategic goal of the enterprise organization into the assessment goal of each employee,which serves as the assessment basis for employees.Based on this,employees’ work performance within a limited time unit is assessed.With reference to this assessment result,enterprise managers give employees material rewards,job promotion and other development space.This study consists of five parts.The first part is the introduction,which integrates and analyzes the domestic and foreign research on performance assessment of college teachers.Based on the current situation of private colleges and universities in China,this paper conducts a more in-depth study on the performance assessment system of teachers.In the second part,the related theories and methods of performance appraisal are sorted out.And significance of using the appraisal system to conduct teacher appraisal in colleges and universities are put forward,which provides a method to effectively solve the difficulties of human resource management of teachers for the managers of private colleges and universities at present.The third part,combined with A college teachers performance assessment of the status quo,through the S institute and China show the plight of private college teachers performance appraisal and analysis,it is concluded that the current private colleges in practical teacher evaluation from the evaluation subject,evaluation content,evaluation procedure,evaluation method to the assessment results using the existing problems and the insufficiency.The fourth part is the construction of the teacher performance assessment system of A college based on KPI.The research methods such as literature research,investigation of teachers and relevant personnel of S college and listening to experts’ opinions will be used to comprehensively analyze and sort out,so as to build the teacher key performance assessment system based on A college.The fifth part is the conclusion,summarizes the full text,points out the shortcomings of this paper,and puts forward some suggestions on the application of KPI in the performance evaluation of teachers in private colleges and universities.更多还原