發(fā)布時間：2018-03-30 18:45

  本文選題：高校　切入點：績效考核　出處：《中國石油大學》2009年碩士論文

【摘要】： 高等學校的管理干部是實施高校管理的主體,高校中層管理干部的工作能力決定了高校的管理水平,從而在一定程度上決定著高校的競爭力。在國內(nèi)外高校競爭日益激烈、高校規(guī)范化管理日顯重要的今天,作為高校的管理干部,工作績效的好壞事關(guān)高校的興衰。為此,建立科學規(guī)范的高校中層管理干部績效考核體系,促進干部行為優(yōu)化,確保高校各項戰(zhàn)略決策的有效實施,已成為當今高校人力資源管理的一項重要課題。 本文從高校干部考核有關(guān)的績效考核理論和方法分析入手,提出管理干部必須具備政治、思想品德和業(yè)務素質(zhì),同時要有學習、創(chuàng)新、決策、組織協(xié)調(diào)和表達能力。通過研究高校管理工作的特點和高校中層管理干部考核的內(nèi)容,針對當前高校中層管理干部考核工作中存在的問題,建立了新的績效考核系統(tǒng)。新的績效考核系統(tǒng)克服了以往考核目的不明確、指標體系不科學、績效制度不健全的缺陷,運用目標管理理論,對考核要素進行了細化;在確定《管理干部職位說明書》的基礎(chǔ)上,編制出高校中層管理干部《品德基準說明書》、《工作態(tài)度基準說明書》、《職能基準說明書》與《職務基準說明書》,并以此生成績效指標及考核表,以職務工作及關(guān)鍵績效指標為考核重點,對管理干部的整體績效進行評估。在考評方案設(shè)計完成后,提出考評者培訓、績效反饋及申訴機制同時要注意考核結(jié)果的失真與校正,使得考核評估結(jié)果趨于客觀真實,管理干部對自我素質(zhì)、能力有更加清楚的認識,激勵和培訓等考核結(jié)果運用更加符合現(xiàn)實,達到促進干部行為優(yōu)化,提高高校整體效率的目的。
[Abstract]:The management cadres of colleges and universities are the main body of implementing the management of colleges and universities. The working ability of the middle management cadres in colleges and universities determines the management level of colleges and universities, and thus determines the competitiveness of colleges and universities to a certain extent, and the competition in colleges and universities at home and abroad is increasingly fierce. The standardized management of colleges and universities is becoming more and more important today, as the management cadres in colleges and universities, the quality of work performance is related to the rise and fall of colleges and universities. Therefore, the establishment of a scientific and standardized performance appraisal system for middle management cadres in colleges and universities to promote the optimization of cadres' behavior, To ensure the effective implementation of various strategic decisions in colleges and universities has become an important subject of human resources management in colleges and universities. Based on the analysis of the theories and methods of performance appraisal of cadres in colleges and universities, this paper points out that management cadres must possess political, ideological and moral qualities, as well as learning, innovation and decision-making. By studying the characteristics of university management and the contents of the assessment of middle management cadres in colleges and universities, aiming at the problems existing in the assessment work of middle management cadres in colleges and universities, A new performance appraisal system is established. The new performance appraisal system overcomes the defects of unclear purpose, unscientific index system and imperfect performance system in the past, and makes use of the objective management theory to refine the appraisal elements. On the basis of the determination of the "statement of positions for managerial cadres", The middle management cadres in colleges and universities are compiled the moral Standard statement, the work attitude Standard statement, the function Standard statement and the Job Standard statement, and the performance index and appraisal table are generated. The overall performance of the management cadres is evaluated by taking the job work and key performance indicators as the focus. After the design of the evaluation scheme is completed, the training of the evaluators, the performance feedback and the complaint mechanism should be paid attention to the distortion and correction of the results of the appraisal at the same time. The assessment results tend to be objective and truthful, the management cadres have a clearer understanding of their own qualities and abilities, and the application of the examination results such as incentives and training are more realistic, so as to promote the optimization of cadres' behavior. The purpose of improving the overall efficiency of colleges and universities.
【學位授予單位】：中國石油大學
【學位級別】：碩士
【學位授予年份】：2009
【分類號】：F272.92;G647.23

【引證文獻】

相關(guān)博士學位論文 前1條

1 朱昆;體育院校教學管理部門服務績效評價體系研究[D];上海體育學院;2011年

相關(guān)碩士學位論文 前7條

1 方守林;煤礦中層管理人員績效考核研究[D];太原理工大學;2012年

2 那佳;中等職業(yè)學校領(lǐng)導班子和領(lǐng)導干部考核機制研究[D];華南理工大學;2012年

3 田建邦;高校中層管理干部績效考核研究[D];西北大學;2012年

4 李保輝;高校中層管理干部績效考核研究[D];天津師范大學;2012年

5 郭顯龍;聚類分析及其在高校人力資源管理中的應用研究[D];廣西大學;2010年

6 邵振;高校中層干部績效考核研究[D];揚州大學;2012年

7 程小靜;西藏大學教師績效考核問題研究[D];西藏大學;2013年

，

本文編號：1687165