改革开放以来，社会经济快速发展，伴随社会的进步，部分企业也获得改革发展 带来的巨大红利，在国家相关法律和政策的支持下，民间资本和社会资源得以进入教 育领域，成为社会办学的重要力量。近些年，作为民办教育重要组成部分的民办高校， 在国家经济发展过程中担负起重要的作用，为社会培养众多人才。民办高校的发展离 不开科学的管理团队，尤其是作为中流砥柱的中层管理人才，当前民办高校的考核体 系设计除借鉴公办学校的方法，还吸收了企业的考核设计方法，基于民办高校管理人 员的特点，相关考核体系设计依然存在优化的空间。 本文以XH民办高校为研究对象，遵循绩效考核相关理论与方法的指导，运用文 献研究法、访谈法等研究方法，对XH民办高校中层管理人员绩效考核体系进行了研 究，分析高校绩效考核管理现状，学校绩效考核过程中存在的问题和原因。近些年， XH民办高校在对中层管理人员绩效考核过程中采用KPI和360°绩效考核法，但在 绩效考核过程中出现了一些突出问题，如绩效考核指标设置不够科学，考核结果的反 馈和运用不够等。为促进XH民办高校中层管理人员的工作效能和自身成长，为其发 展提出价值性的参考，对其原有的绩效考核体系进行优化是很有必要的。KPI和360° 绩效考核法是绩效考核常用的考核方法，本文将KPI、360°绩效考核法有机结合， 通过构建KPI指标体系和权重和360°指标体系和权重。通过XH民办高校的办学定 位和发展规划目标进行梳理，分析高校中层管理人员绩效考核存在的问题，并提出 XH民办高校绩效考核优化的基本对策及保障措施，将中层管理人员的工作活动与组 织目标联系起来，共同实现高校战略目标。 关键词：民办高校；中层管理人员；绩效考核 I ABSTRACT Since the reform and opening up, the rapid development of the social economy, along with the progress of society, some enterprises have also received huge dividends brought about by the reform and development. With the support of relevant national laws and policies, private capital and social resources can enter the field of education and become a important force of social education. In recent years, private universities, have been an important part of private education, have played an important role in the development of the national economy and cultivated many talents for the society. The development of private university is inseparable from the scientific management team, especially as the middle management talents of the mainstay. The evaluation system of the current private university not only learns the methods of public schools, but also absorbs the assessment design methods of enterprises, based on the management of private university. Characteristics, the design of the relevant assessment system still has room for optimization. This paper takes XH private university as the research object, follows the guidance of relevant theories and methods of performance appraisal, and uses the research methods such as empirical research method, literature research method and interview method to study the performance appraisal system of middle management personnel in XH private university. The status quo of performance appraisal management, problems and reasons in the process of school performance appraisal. In recent years, XH private university has adopted KPI and 360° performance appraisal method in the performance appraisal process of middle managers. However, some outstanding problems have appeared in the performance appraisal process. For example, the performance appraisal indicators are not scientific enough, and the appraisal results The feedback and application are not scientific enough. In order to promote the work efficiency and growth of middle management personnel in XH private university, it is necessary to provide a strategic reference for its development and optimize its original performance appraisal system. KPI and 360° performance appraisal method are commonly used assessment methods for performance appraisal. This paper combines KPI and 360° performance appraisal methods, and builds KPI index system and weight and 360° indicator system and weight. Through the XH private university’s orientation and development planning goals, this paper analyzes the problems existing in the performance appraisal of middle management in the university, II and puts forward the basic countermeasures and safeguard measures for the performance appraisal optimization of XH private university, and the work activities and organizational goals of middle management. Link up to achieve the strategic goals of the university. KEYWORDS: private university;middle management;performance appraisal 1 目 录 第一章 绪论 ..................................................................................................... 1 第一节 选题背景 .............................................................................................................. 1 第二节 研究的目的与意义 .............................................................................................. 2 一、理论意义 ................................................................................................................ 2 二、现实意义 ................................................................................................................ 2 第三节 研究思路和方法 .................................................................................................. 3 一、研究思路 ................................................................................................................ 3 二、研究方法 ................................................................................................................ 4 第二章 基本概念与理论基础 ......................................................................... 6 第一节 基本概念 .............................................................................................................. 6 一、民办高校及其中层管理人员概念界定 ................................................................ 6 二、民办高校中层管理人员特点 ................................................................................ 7 三、绩效考核概述 ........................................................................................................ 7 第二节 绩效考核理论基础 .............................................................................................. 8 一、360°绩效考核法 ..................................................................................................... 8 二、关键绩效指标法（KPI） ...................................................................................... 8 第三章 XH民办高校中层管理人员绩效考核体系的现状分析 ................ 10 第一节 XH民办高校的基本情况 ................................................................................. 10 一、学校及中层管理人员基本情况 .......................................................................... 10 二、XH民办高校的特点 ........................................................................................... 11 三、中层管理人员绩效考核的方法 .......................................................................... 12 第二节 中层管理人员绩效考核体系存在问题及原因分析 ........................................ 12 一、中层管理人员绩效考核现状的访谈 .................................................................. 12 二、中层管理人员绩效考核体系的基本情况 .......................................................... 13 三、中层管理人员绩效考核存在的问题及原因分析 .............................................. 15 第四章 XH民办高校中层管理人员绩效考核体系设计的优化建议 ........ 17 2 第一节 绩效考核优化的思路、依据和原则 ................................................................ 17 一、绩效考核优化的思路 .......................................................................................... 17 二、绩效考核优化的原则 .......................................................................................... 17 第二节 绩效考核体系优化设计 .................................................................................... 18 一、绩效考核的主体与方法 ...................................................................................... 18 二、绩效考核的指标体系及权重 .............................................................................. 20 三、优化后的考核体系与原体系的比较分析 ..............................