高校教师绩效管理研究

河北工业大学硕士学位论文高校教师绩效管理研究姓名：陈晓洁申请学位级别：硕士专业：企业管理指导教师：刘兵20061101i360iiRESEARCHONTEACHERPERFORMANCEMANAGEMENTINUNIVERSITYABSTRACTSWiththehighereducationdevelopinginapopularstyle,andChinahasjoinedWTO,theeffectofuniversityonthewholesocietyisincreasinglyobviousandimportant.Astoauniversity,itscompetitivepowermainlyembodiesthequalityofeducation,thelevelofscientificresearchandwhetherornotthepersonsthathavereceivedtheeducationadapttothedevelopmentofeconomy,scienceandtechnologyinoursociety.Howeverallthesearedependentonthequalityorleveloftheteachers.So,howtostrengthentheflexibilityofeducation,howtotakeadvanceofthehumanresourceofuniversity,andhowtodeploytheeducationresourcereasonablytoimprovethebenefitofuniversity,allhavebeenthethingsthatmustbeenstudiedandtreatednow.Thestudytotheteacherperformancemanagementisinconformwiththeneeds.Breakingthroughtheoldmode,andcarryingontheteacherperformancemanagementisoneoftheimportantway.Howeverteacherperformancemanagementhasneverbeenclearlyputforwardandtherehasneverbeensuccessfulexperienceinuniversitysofar.Inaddition,thereisthedeep-rootedpersonnelsystemformulatedintheplannedeconomy.Sotheimplementofteacherperformancemanagementisveryhardtoovercomethehindrance.Tomakeitrunsmoothly,weneedasystematicguidancebothintheoryandoperation.Firstly,thethesisoverviewthecurrentresearchactualityaboutperformancemanagementtheoryandteacherassessmentathomeandabroad,thenpointsoutthatthedeficiencyofteacherassessmentatpresent.Secondlyitanalysesparticularlyoccupationcharactersofteachersinuniversityandthedifferencesbetweenperformancemanagementandteacherassessment.Thenputforwardtheideaofcomprehensivemodelofperformancemanagement,whichtakesadvantageofmanagementbyobjectives,referringtothethoughtsofkeyperformanceindicatorsand360-degreesfeedbackatthesametime,andthenelaboratesthreepartsofthemodel.Thirdly,onthebasisofteacherpositionanalysis,researchonhowtosetdownperformanceplan.Thenundertheprincipleofteacherassessment,setsupperformanceassessmentindexessystem,designsindexweight,andgoesonthepositiveresearchonthecaseofHBUniversity.Finally,withtheanalysisofthefeedbackprocessandthefactorsthatinfluencetheprocess,putforwardiiitheadvicetotheteacherperformancefeedback.Bytheresearchofthisthesis,somenewresearchmethodsorviewsarebroughtforwardintheaspectofteacherperformancemanagementinuniversity,andtheaimofitisabletoprovidesomebeneficialreferenceandhelpforteachermanagementinourcountry.KEYWORDSteacherinuniversity,performancemanagement,managementbyobjectives,keyperformanceindicators,360-degreesfeedbackHHJI,06.ft.2o1WTO902Fig.1.1Theresearchframeofthethesis34Bernadin1995Kane1996Murphy1990Campbell1990BormanMotowidlo19935Rogers(1990)Bredrup(1995)Heisler1987AinsworthSmith1993Costello1994Walters1995MichaelArmsrany19946RichardWilliamsCraigEricSchneier,RichardW.BeattyandLloydsS.BairdBSC(BalancedScorecard)Roberts.KellandDavid.NortonFinancial7PerspectiveCustomerPerspectiveInternalProcessPerspectiveLearningandGrowthPerspectiveKPI(KeyPerformanceIndicator)Fig.2.1TheSketchMapofBalancedScorecard8Fig.2.2TheestablishmentchartofKPIMBO(ManagementByObjectives)PeterDruckerDaleD.MeConkeyFig.2.3TheflowchartofMBO9(360Feedbacks)[20]Fig2.4Thesketchmapof360feedbacks10111213141516Table3.1Thecomparebetweentheperformancemanagementandtheteachers’scores1718Fig.3.1TheideaofteacherPMbasedontheobjectivemanagementframework192021360Fig.3.2TheflowchartofPerformanceManagement2223242526Table4.1Thepostmanualofprofessor127Table4.2Thepostmanualofassociateprofessor128Table4.3Thepostmanualofinstructor129Table4.4Thepostmanualofassistant130314.1Fig.4.1Thehierarchyfigureofobjective32HBTable4.5TheframeworkoftheObjectivesofHBUniversity?????????33??3435Fig.5.1Thedesignofperformanceindex36Fig.5.2TheindexessystemofteachersB3C6C7C1C2C3B5C11C12B6B2B4C8C9C10C4C5C13C14C15373338AHPT.L.SaatyAHPTable5.1Therelativeimportancebetweendifferentindexes39Table5.2Thecomparativejudgmenthierarchyaboutthedecisionalgoalforprofessorsmax6,..0CRλ==..0.1CR≤max6λ=Table5.3Thecomparativejudgmenthierarchyaboutthecomprehensivediathesisfactorforprofessorsmax3,..0CRλ==..0.1CR≤max3λ=Table5.4Thecomparativejudgmenthierarchyabouttheresearchfactorforprofessorsmax2,..0CRλ==..0.1CR≤40max3λ=Table5.5Thecomparativejudgmenthierarchyabouttheteachingfactorforprofessorsmax2,..0CRλ==..0.1CR≤max2λ=Table5.6Thecomparativejudgmenthierarchyabouttheproductionfactorforprofessorsmax3,..0CRλ==..0.1CR≤max4λ=Table5.7Thecomparativejudgmenthierarchyaboutthecultivatingfactorforprofessorsmax2,..0CRλ==..0.1CR≤max2λ=41Table5.8Thecomparativejudgmenthierarchyaboutthecommunityfactorforprofessorsmax3,..0CRλ==..0.1CR≤max3λ=Table5.9TheindexesweightofProfessorposition42Table5.10TheindexesweightofInstructorposition36043Table5.11theapproachesoftheperformanceassessment36010%,30%20%40%44Table5.12Thechecktableaboutsyntheticalqualityofteacher10~98~65~43~1SiWi123iiiWSA∑==3145Table5.13Thechecktableofteacher’sachievementWij100502040201011075504030203025201515129610.80.60.40.30.20.122010.70.4SCIEIISTP302086210.70.40.2320(21)10.70.2WiSi=123iiiWSA∑==3146Ilgen1979Ilgen1