本文選題：高職教師 + 業(yè)績評價　； 參考：《東北大學》2012年碩士論文

【摘要】：目前我國的高職教育正處在飛速發(fā)展的。在發(fā)展的同時,高職院校也面臨激烈的競爭和巨大的壓力。目前,許多高職院校都在探索提高教學質(zhì)量和改善組織業(yè)績的有效途徑。作為人力資源管理工作的重要手段和方法,對高職教師進行科學、客觀的業(yè)績評價越來越受到重視。因此,建立一套適合我國高職院校教職工的業(yè)績評價體系具有重大的現(xiàn)實意義。 業(yè)績評價是對員工的行為、工作態(tài)度、工作業(yè)績以及綜合素質(zhì)進行全方位的考評、分析和評定。目前業(yè)績評價的方法很多,其中針對個人業(yè)績評價的方法主要有目標管理法、關(guān)鍵業(yè)績指標法、360度業(yè)績考評法等。綜合考慮各種評價方法的優(yōu)缺點,將關(guān)鍵業(yè)績指標法、360度業(yè)績評價法的思想綜合在一起,創(chuàng)立一種綜合性評價方法,對F高等專科學校的管理人員和專任教師進行業(yè)績評價。 本文從F高等�？茖W校的實際情況出發(fā),綜合運用業(yè)績評價理論,對F高等�？茖W校的業(yè)績評價現(xiàn)狀進行了全面、深刻剖析,指出了高專在業(yè)績評價方面存在的問題,引入360度、關(guān)鍵業(yè)績指標法等業(yè)績評價工具,采用座談討論、個別訪問和親身體驗法確定評價指標,設計出高專教職工業(yè)績評價指標體系,將定性分析與定量分析相結(jié)合;并采用經(jīng)驗法和專家打分法將不同評價主體對各評價指標賦予不同的權(quán)重,從而確保評價結(jié)果的相對公正、客觀、科學。 本文以業(yè)績評價為切入點,旨在對業(yè)績考評理論進行梳理,并在此基礎上探討業(yè)績考評體系設計。期待著能夠在一定范圍內(nèi)實現(xiàn)業(yè)績理論架構(gòu)的豐富和實踐能力的突破。
[Abstract]:At present, China's higher vocational education is in rapid development. At the same time, higher vocational colleges are facing fierce competition and great pressure. At present, many higher vocational colleges are exploring effective ways to improve teaching quality and organizational performance. As an important means and method of human resource management, more and more attention has been paid to the scientific and objective performance evaluation of higher vocational teachers. Therefore, it is of great practical significance to establish a set of performance evaluation system suitable for the teaching staff in higher vocational colleges. Performance evaluation is a comprehensive evaluation, analysis and evaluation of employee's behavior, work attitude, work performance and comprehensive quality. At present, there are many methods of performance evaluation, including objective management method, key performance index method and 360-degree performance evaluation method. Considering the merits and demerits of all kinds of evaluation methods, this paper synthesizes the idea of the key performance index method and 360 degree performance evaluation method, and establishes a comprehensive evaluation method to evaluate the performance of managers and full-time teachers in F college. Based on the actual situation of F college and the comprehensive application of the theory of performance evaluation, this paper makes a comprehensive and profound analysis of the present situation of the performance evaluation of F college, and points out the problems existing in the performance evaluation of the college. This paper introduces 360 degree, key performance index method and other performance evaluation tools, adopts discussion, individual interview and personal experience method to determine the evaluation index, designs the evaluation index system of teachers and staff performance, and combines qualitative analysis with quantitative analysis. The empirical method and expert scoring method are used to assign different weights to each evaluation index, so as to ensure the relative fairness, objectivity and science of the evaluation results. Based on the theory of performance evaluation, this paper discusses the design of performance appraisal system. Looking forward to a certain range of performance theory structure and the breakthrough in practice.
【學位授予單位】：東北大學
【學位級別】：碩士
【學位授予年份】：2012
【分類號】：G717

【參考文獻】

相關(guān)期刊論文 前10條

1 張濤;;基于企業(yè)績效評價體系的思考[J];財會學習;2007年02期

2 孫世敏,趙希男;企業(yè)績效的社會評價與政策建議[J];當代財經(jīng);2005年07期

3 張兵;如何評價企業(yè)中層干部的業(yè)績[J];工廠管理;2000年02期

4 張一弛,李琦;論員工業(yè)績管理中行為標準與結(jié)果標準的選擇——基于一家中國上市公司的實證研究[J];經(jīng)濟科學;2003年01期

5 李紅衛(wèi),徐時紅;績效考核的方法及關(guān)鍵績效指標的確定[J];經(jīng)濟師;2002年05期

6 王琨;曹廣明;;我國企業(yè)績效評價體系的分析與改良路徑[J];審計與理財;2007年01期

7 孫世敏;企業(yè)業(yè)績評價指標的比較研究[J];財會研究;2002年09期

8 孫世敏,賈春香;基于價值創(chuàng)造的企業(yè)戰(zhàn)略績效評價體系的構(gòu)建[J];財會研究;2005年11期

9 曹陽;;企業(yè)經(jīng)營管理績效評價方法綜述及探索——對現(xiàn)有評價方法的回顧及研究展望[J];市場周刊(理論研究);2008年03期

10 盧福財,羅瑞榮;基于企業(yè)績效價值的經(jīng)營者績效考核體系初探[J];首都經(jīng)濟貿(mào)易大學學報;2003年06期

，

本文編號：1824420