导　　师： 罗文标

学科专业： 1201

授予学位： 硕士

作　　者： ;

机构地区： 华南理工大学

摘　　要： 高等教育的大众化促进了高职教育的迅速发展,高职教育在快速发展的过程中,面临着许多严峻的问题及激励的竞争。如何提高人力资源管理水平,促使组织员工发挥潜能,提高效率,积极完成组织的战略目标,从而提高组织的竞争力是困扰许多高职院校的问题。目前,多数高职院校的绩效考核是依据上级主管部门的要求,按比例进行考核,多数学校没有科学有效的绩效考核体系。JD职业技术学院是其事业单位,其即有传统高校特点,也有其作为高职院校的特殊情况,对其进绩效考核体系的设计,对同类院校有比较普遍的借鉴意义。本文研究的目的是为了配合学院的战略发展目标,构建一套科学的、可操作的、有效的绩效考核体系,提高高校人力资源管理水平。 首先,本文对目前国内外关于高校教师的绩效考核进行了回顾总结,介绍了绩效、薪酬等相关的基本理论。通过对JD职业技术学院的人员构成,现行绩效薪酬及考核方法的分析,找出了当前绩效考核体系及绩效薪酬发放的问题,发现由于由于缺乏科学、合理、可操作性强的绩效考核体系,使得学院的战略目标在实施过程中出现了阻碍,教职员工的培训、晋升等缺乏依据,组织对员工的激励与凝聚功能不足。 其次,以JD学院为样本,进行了绩效考核体系的构建。在考核体系设计的过程中,以学院的战略目标及现阶段的任务为依据,确立总体的绩效薪酬策略。对教职员工进行分类后,分别提出了不同的考核方法及考核指标。在考核中,采用360度绩效考核的方法,提出以部门考核与个人考核相结合来构建合理的绩效考核体系。采用层次分析法/(AHP/),根据考核指标,构建判断矩阵,计算各指标的权重。 最后,将绩效考核结果与绩效薪酬的发放、职务的晋升、培训学习等相联系,并提出绩效考核体系的评价指标、评价标准应根据实施效果、环境变化、组织目标的变更等变化进行及时的调整,使得绩效管理起到正激励的作用。 The popularization of higher education institutions has accelerated the development of higher education, where a number of problems and fierce competition emerge as higher education develops. It has become an issue confronted by a large quantities of higher vocational colleges how to improve the HR management mastery so as to exert the employees’potential and efficiency to achieve the strategic goals fully as well as to upgrade the competitiveness of the organizations. However, there is no scientific and effective performance assessment system in most higher vocational colleges. The current performance assessment in a majority of higher vocational colleges follows the proportion requirement from higher authorities. Guangdong JD Polytechnic is an institution with characteristics of both traditional higher education college and particular situation of higher vocational college. The research on its performance assessment system is of significant importance for other colleges of the same level. The purpose of this dissertation is to construct a scientific maneuverable effective performance assessment system in line with the strategic development goals to enhance the HR management mastery in higher education institutions. In the first place, this dissertation gives a review on the performance assessment of higher college teachers abroad and home, and introduces the fundamental theories on performance and salary. It analysizes on the personnel constitution, current performance salary and assessment requirements, puts forward the problems existed in the present performance assessment system, and reveals that the strategic goals of the college is faced with difficulties due to the absence of a scientific reasonable and maneuverable performance assessment system. Besides, it leads to insufficient encouragement and cohesion for the organization where there is no foundation for the training and promotion for personnel. Secondly, this dissertation constructs a performance assessment system based on the sample of JD polytechnic. The performance salary assessment strategy is designed in accordance with the strategic goals and the tasks in current phrase. Diverse assessment methods and indicators have been raised on basis of classifying the personnel. In terms of a 360 degree assessment, it advocates a reasonable performance assessment system combined sector assessment and individual assessment. With AHP employed, the author constructs a judgment matrix and figures out the weighing of each indicator. Thirdly, the dissertation connects the performance assessment results with performance salary, promotion and training, puts forward that the indicators and assessment standards shall adjust timely according to the changes of enforcement effects, environment and goals of the organization, in which way the performance assessment management can play a positively-motivated role.

关 键 词： 绩效 绩效考核体系 高职院校

分 类 号： [G712.4]

领　　域： [文化科学] [文化科学]