本文選題：高校教師 + 績(jī)效考核��； 參考：《昆明理工大學(xué)》2017年碩士論文

【摘要】：在知識(shí)經(jīng)濟(jì)時(shí)代,人才成為拉動(dòng)經(jīng)濟(jì)增長(zhǎng)的主要?jiǎng)恿Α６瞬排囵B(yǎng)是高校最基本的職能。高校人才培養(yǎng)的關(guān)鍵在于教師,而績(jī)效考核是影響師資隊(duì)伍整體素質(zhì)最重要的因素。建立一套科學(xué)合理的績(jī)效考核體系,能夠充分調(diào)動(dòng)整個(gè)師資隊(duì)伍的積極性,發(fā)揮他們的創(chuàng)造力,提高他們的科研熱情,從而提高高校的核心競(jìng)爭(zhēng)力。目前KPI廣泛應(yīng)用于企業(yè)人力資源管理,但通過(guò)分析它同樣適用于高校教職工績(jī)效考核。以KPI為核心的教職工績(jī)效考核體系的構(gòu)建,有助于績(jī)效考核的公平、公正,同時(shí)也有利于具體操作和執(zhí)行,對(duì)促進(jìn)高校的進(jìn)一步發(fā)展有著十分重要的作用。本文以云南K高校作為研究案例,先詳細(xì)地論述相關(guān)理論,在對(duì)該高�，F(xiàn)有的績(jī)效考核體系的現(xiàn)狀分析的基礎(chǔ)上指出其存在的問(wèn)題及可能原因。然后,參考相關(guān)績(jī)效考核文獻(xiàn)、資料和聽取相關(guān)專家意見的基礎(chǔ)上,設(shè)計(jì)出KPI確定調(diào)查問(wèn)卷,由受訪者對(duì)指標(biāo)的重要程度進(jìn)行打分,選取總分排名前15的指標(biāo)為關(guān)鍵績(jī)效考核指標(biāo),再運(yùn)用主成份分析法(PCA)合理分配權(quán)重,使考核體系更加科學(xué)。由于在績(jī)效考核體系設(shè)計(jì)時(shí)采用定性與定量相結(jié)合的方法,使考核過(guò)程便于操作和實(shí)施。最后,對(duì)考核體系實(shí)施的保障條件和應(yīng)注意的問(wèn)題作了細(xì)致地說(shuō)明。本文將績(jī)效考核理論與K高校的實(shí)際情況結(jié)合起來(lái),構(gòu)建了以KPI為核心的高校教師績(jī)效考核體系,對(duì)相關(guān)高校深化績(jī)效改革具有一定的借鑒。
[Abstract]:In the era of knowledge economy, talent has become the main driving force of economic growth. And talent training is the most basic function of colleges and universities. The key to talent cultivation in colleges and universities lies in teachers, and performance appraisal is the most important factor affecting the overall quality of teachers. The establishment of a scientific and reasonable performance appraisal system can fully mobilize the enthusiasm of the whole teaching staff, bring their creativity into full play, improve their enthusiasm for scientific research, and thus enhance the core competitiveness of colleges and universities. At present, KPI is widely used in human resource management of enterprises, but it is also applicable to the performance appraisal of faculty. The construction of teaching staff performance appraisal system with KPI as the core is helpful to the fairness and justice of performance appraisal, and also to the concrete operation and execution, which plays a very important role in promoting the further development of colleges and universities. This paper takes Yunnan K University as a case study, discusses the relevant theories in detail, and points out the existing problems and possible reasons on the basis of the analysis of the present situation of the performance appraisal system of the university. Then, on the basis of reference to relevant performance appraisal literature, data and relevant expert opinions, a questionnaire was designed to determine the KPI, and the interviewees rated the importance of the indicators. Selecting the top 15 index of total score as the key performance evaluation index, and then using the principal component analysis method (PCAA) to distribute the weight reasonably, make the evaluation system more scientific. Due to the combination of qualitative and quantitative methods in the design of performance appraisal system, the evaluation process is easy to operate and implement. Finally, the guarantee conditions and problems should be paid attention to in the implementation of the examination system are explained in detail. This paper combines the theory of performance appraisal with the actual situation of K colleges and universities, and constructs the performance appraisal system of university teachers with KPI as the core, which can be used for reference to deepen the performance reform in relevant colleges and universities.
【學(xué)位授予單位】：昆明理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：G647.2

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