本文選題：高校輔導員 + 績效考核�。� 參考：《西南交通大學》2013年碩士論文

【摘要】：隨著我國高等教育體制改革的深化以及高校逐年的擴招,從精英化逐步走向大眾化的高等教育越來越受到人們的關注,特別是大學生的綜合素質更加成為關注焦點。高校輔導員作為大學生思想政治教育的重要組成部分,其工作得到了國家教育部及相關部門越來越多的重視。從《中共中央國務院關于進一步加強和改進大學生思想政治教育的意見》(中發(fā)[2004]16號)的頒布到教育部《普通高等學校輔導員隊伍建設規(guī)定》的出臺就可清楚體現(xiàn)出國家對大學生素質全面發(fā)展的關注。 人力資源管理中的重要內容之一就是績效考核。每一個環(huán)節(jié)都與績效考核息息相關：員工的薪酬分配、培訓、職務升遷、激勵等。當今社會是人才第一的競爭社會,人才競爭越來越激烈,高校也開始認識到績效考核對實際工作中的重要性,由此對包括輔導員績效考核在內的教職工的工作建立了績效考核體系。 我國現(xiàn)行的輔導員績效考核體系發(fā)展尚不成熟,存在著考核指標體系設計混亂,定性指標與定量指標得不到有機結合,考核主體過于簡單等諸如此類的問題。這些問題導致輔導員的績效考核的效果大打折扣,甚至會使輔導員工作積極性受到打擊。因此,分析研究目前高校輔導員工作特點和實際情況,改進完善輔導員績效考核體系對于開發(fā)輔導員自身潛力,提高輔導員業(yè)績是十分有必要的。 本文在詳細闡述績效管理與高校輔導員制度相關理論后,依據(jù)輔導員工作特點,結合輔導員工作實際,對CN學院輔導員績效考核體系進行分析和研究,通過分析輔導員崗位職責形成職位說明書,用關鍵績效指標(KPI)法確定考核指標,并通過層次分析法確定各指標權重,最終采用360度考核法建立了CN學院輔導員績效考核體系,并對新體系的應用提出了相關的政策建議。
[Abstract]:With the deepening of the reform of higher education system and the increasing enrollment of colleges and universities, people pay more and more attention to the higher education from elite to popular, especially the comprehensive quality of college students. As an important part of college students' ideological and political education, college counselors have received more and more attention from the Ministry of Education and related departments. From the promulgation of "opinions of the CPC Central Committee and the State Council on further strengthening and improving the ideological and political Education of College students" (Zhongfa [2004] 16) to the promulgation of the regulations on the Construction of College counselors by the Ministry of Education, it can be clearly reflected. The country pays attention to the all-round development of college students' quality. One of the important contents of human resource management is performance appraisal. Each link is closely related to performance appraisal: salary allocation, training, promotion, motivation, etc. Nowadays, the society is a competitive society with talent first. The competition for talents is becoming more and more intense. Colleges and universities are beginning to realize the importance of performance appraisal in practical work. Therefore, the performance appraisal system is established for the staff including counselors' performance appraisal. The current performance appraisal system of counselors in our country is not mature, there are some problems such as the confusion of the design of evaluation index system, the lack of organic combination of qualitative index and quantitative index, the simplicity of the subject of assessment and so on. These problems make the effect of counselors' performance appraisal greatly reduced, and even the enthusiasm of counselors get hit. Therefore, it is necessary to analyze and study the characteristics and actual situation of college counselors' work and improve the evaluation system of counselors' performance in order to develop the counselors' potential and improve the counselors' performance. After expounding the theory of performance management and college counselors system in detail, according to the work characteristics of counselors and the actual work of counselors, this paper analyzes and studies the performance appraisal system of counselors in CN College. By analyzing the position description of counselors' job responsibilities, determining the evaluation index by using the key performance index (KPI) method, and determining the weight of each index by AHP, finally establishing the evaluation system of the counselors' performance in CN College by using 360 degree assessment method. And put forward the related policy suggestion to the application of the new system.
【學位授予單位】：西南交通大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：G647.2

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本文編號：1800202