文档介绍：华东交通大学
硕士学位论文
独立学院绩效考评与激励研究
姓名:冯家斌
申请学位级别:硕士
专业:劳动经济学
指导教师:蒋晓光
20080420
摘要
独立学院绩效考评与激励研究
摘要
独立学院是一种崭新的办学模式,因其投资主体的民间性、投资行为的市场
性、教育资源的经营性和办学机制的社会性而显示出与传统办学体制截然不同的
特征。这种办学体制发挥了公办普通高等学校与民间资本的双重优势,体现了一
种崭新的教育资源配置模式的高效率。
独立学院与公办高校相比,教师队伍配置存在三个方面的问题:其一,专职
教师比率偏低;其二,兼职教师的不确定性较大;其三,专职教师的稳定性不高。
由于人力资源配置的独特性,独立学院必须建立相适应的绩效考评和人员激励体
系,既要考虑兼职教师的短期行为,又要兼顾教师队伍的长期稳定。此外,独立
学院的董事会管理体系使得学校的行政、后勤管理具备了企业化的特性。独立学
院的绩效考评应该将教师和行政人员统一起来,如此方能设置有效的激励机制来
调动全体成员的积极性。
本文从理论和实践相结合的角度,对独立学院人员的绩效考评与激励进行了
全面的分析研究,就绩效考评与激励的理论基础、体系设计、考评标准的制定、
考评技术的选择、绩效考评与激励方案的实施、考评评价与反馈等内容进行了较
为详细的探讨,并在此基础上,提出了针对独立学院人员的绩效考评与激励方案。
论文还就独立学院绩效考评与激励中存在的误区和主要问题进行了剖析,提出了
相应的对策与建议。
关键词:独立学院,绩效考评,激励机制,方案设计
I
ABSTRACT
RESEARCH ON THE PERFORMANCE
MANAGEMENT AND THE INCENTIVE MECHANISM OF
INDEPENDENT COLLEGE’ PERSONNEL
ABSTRACT
Independent Institute is a brand new mode, its investment in civil and investment
behavior of the market, educational resources and the operation mechanism of sponsoring
social and show that the traditional school system with distinct characteristics. This school
system has played a Public Universities and the dual advantages of private capital, embodies
a new mode of education resource allocation efficiency.
The Office of Independent Colleges and pared to the three existing
teaching force targeted areas: First, full-time teacher ratio low; second, part-time teachers in
the greater uncertainty; Third, the stability of full-time teachers is not high. Because of the
unique configuration of human resources, the establishment of the Independent Colleges
must adapt to the performance evaluation and incentive system staff, part-time teachers
should not only consider the short-term behavior, but also take into account the long-term
stability of the contingent of teachers. In addition, the Board of Independent Colleges
management system makes the school administration, logistics management with the
characteristics of