文档介绍：华中科技大学
硕士学位论文
HT大学辅导员绩效管理体系设计
姓名:何立群
申请学位级别:硕士
专业:企业管理
指导教师:陈君宁
20060429
摘要
在对高校教师进行人事制度改革后,高校管理呈现出对教师考核体系完备与对
管理人员缺少考核的局面。
本文对高校管理人员中的辅导员,就如何建立绩效考核指标体系,进行科学的
绩效考核,做了研究,并针对 HT 大学辅导员情况设计了绩效管理体系。
本文在理论上,从人力资源管理角度出发,揭示 HT 大学对辅导员考核上的现
状和不足,在现实上,提供了一套切实可行的方案,以有效评价辅导员,激励其
努力工作。
采用关键绩效指标法分解对辅导员考核的绩效指标,从学校学生工作的战略目
标出发,确定学校级关键绩效维度,在此基础上分解指标,以部门职责为主线分
析出院系部门级关键绩效要素,结合特定岗位的工作分析,形成辅导员个人级的
关键绩效指标,以体现每个岗位辅导员的不同工作业绩。
确认关键业绩指标后,从工作业绩、工作能力和工作态度三个维度,建立起具
体的绩效考核指标体系和相应的绩效考核方法。
在上述工作的基础上,按照绩效管理的五个步骤,即绩效计划、绩效实施、绩
效沟通、绩效反馈与改进和绩效结果运用,设计了 HT 大学辅导员的绩效管理体系。
末尾,对目前研究设计中存在的问题进行了剖析说明,就现阶段 HT 大学实施
辅导员绩效管理提出了自己的看法。
关键词:辅导员关键绩效指标绩效考核绩效管理
IV
Abstract
The administration of college and university presents plexion between the
maturity of teacher performance appraisal system and lack of administration personnel
performance appraisal after the reform of personnel system in the college and university.
The thesis deals with the establishment of performance appraisal indicators of the
student’s affairs counsellor in order to give out scientific performance appraisal, and
performance management system is designed on the conditions of the student’s affairs
counsellor in HT University.
Theoretically, the present condition and insufficiency of the appraisal of the student’s
affairs counsellor in HT University is revealed from the point of human resources
management, practically, a set of actual and feasible plan is provided to efficiently
appraise the student’s affairs counsellor in order to bestir them to work hard.
pose the performance appraisal indicators of the student’s affairs counsellor
by adopting key performance indicators method. Determine the key performance
dimensionality of university standard from the strategic target of the student affairs in the
university. On the basis of that, pose the indicators and obtain the key performance
factors of academic and department standard per the duty of the department by analysis.
Then the key perf