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MBA硕士毕业论文_高职院校行政教辅人员绩效管理研究PDF

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I 摘要 改革开放以来,职业教育经历了从工业社会到信息与服务社会的深刻转变,全 社会对职业教育的渴求愈发迫切。我国国务院于2019年1月印发的《国家职业教育 改革实施方案》中提到国家要在近十年内大幅提升职业教育的现代化水平,推动办 学模式由参照普通教育向产教深度融合的类型教育转变。在用人单位对高技能型人 才需求量不断提高的背景下,各高职院校以建立一支高素质、高水平、高层次的专 任教师队伍为目标,积极提升办学实力,为国家职业教育发展提供良好的人才支撑。 然而,高职院校的长远发展除了需要专任教师队伍外,行政教辅人员队伍的高效协 作与后勤保障也是提升学校整体实力的关键。一方面,高职院校极少关注行政教辅 人员队伍的绩效管理,其绩效管理体系存在缺乏绩效沟通、绩效考核方案单一、绩 效结果运用不足和激励作用较小等问题,另一方面,高职院校对行政教辅管理人员 的绩效管理研究十分有限,不利于各高职院校向新型办学模式转变,进而阻碍各高 职院校长远发展。 本文选取G高职院校行政教辅人员作为研究对象,通过问卷调查、访谈等研究 方法从战略目标、角色分工、管理流程、绩效沟通和结果运用五个维度对G高职院 校绩效管理现状进行深入分析,分析结果表明G高职院校行政教辅人员绩效管理过 程中主要存在绩效管理过程欠缺绩效结果应用、绩效考核方案单一、绩效管理反馈 机制有待完善、各职能部门岗位考核指标设置不合理,考核内容缺乏激励、绩效管 理体系缺乏独特性等问题。针对存在的问题,本文提出建立完备的激励机制、对G 高职院校各类别行政教辅人员岗位的绩效考核方案进行优化分层设计、完善绩效反 馈机制、强化绩效结果运用等改进措施。在研究过程中本文将教学管理人员、行政 管理人员统一纳入到行政教辅人员的范畴,以确保在实际绩效考核中公平公正合理。 为绩效管理工作更好地组织和实施提出了给予经费支持、人员保障、制度完善等措 施。优化的绩效管理体系通过绩效考核来激发行政教辅人员的工作热情,进一步提 高其工作效率,为学校长远战略目标创造良好基础。本文研究对其他同类院校行政 教辅人员绩效管理工作具有一定的借鉴意义。 关键词:高职院校;行政教辅人员;绩效管理;绩效考核 广东工业大学硕士学位论文 II Abstract Since the reform and opening up, vocational education is undergoing a profound transformation from industrial society to information and service society, which crave for the need for vocational education. In January 2019, the state council issued the implementation plan of the national vocational education reform, which stated that the country should significantly improve the modernization level of vocational education within 10 years, and promote the transformation of school-running mode from reference to general education to the education type with deep integration of industry and education. With employers' increasing demand for high-skilled talents, all higher vocational colleges aim to establish a high-quality, high-level and high-hierarchy full-time teachers and promote the strength of running schools, provide good talent support for the development of national vocational education. However, the long-term development of higher vocational colleges not only needs full-time teachers, but also the efficient cooperation and logistic support of administrative auxiliary staff is the key to enhance the overall strength of the school. On the one hand, higher vocational colleges pay little attention to the personnel construction of administrative personnel, and there are problems in performance management, such as single performance appraisal scheme, lack of fairness, and insufficient performance incentive effect. On the other hand, the research on performance management of administrative personnel in higher vocational colleges remains very scarce, which go against the transformation of the higher vocational colleges to the new mode of running schools and hindered the long-term development of these colleges. Selecting the administrative and teaching assistants in the G Polytechnic College as research object, this paper deeply analyzed the situation of performance management in College G through questionnaire survey, interviews and other research methods from five dimensions including strategic targets, role assignments, management process, performance communication. And the results showed that the administrative and teaching assistants in the College G exhibited several problems, such as the lack of performance results application, invariable performance appraisal, imperfect feedback mechanism of performance management, unreasonable perfomance indicators setting, assessment content without motivation and the lack of distinct performance management system. To settle these problems, this paper advocated corresponding measures, covering the establishment of developed incentive mechanism, optimized layered design for Abstract III performance appraisal, improved feedback mechanism of performance and reinforced performance result application. Meanwhile, this paper took teaching management personnel and administrative management personnel as same category to assure the justice and equity through the realistic performance appraisal period and to provide supports on expenditure, personnel guarantee and well-established system. In consequece, the optimized performance management system may stimulate enthusiasm for work of administrative and teaching assistants and further their work efficiency, which lay a solid foundation of long-term strategic goal of college. This study provided certain reference significance for other similar colleges and universities in performance management. Key words: higher vocational college, administrative staff, performance management, performance appraisal 广东工业大学硕士学位论文 IV 目 录 摘要 ................................................................................................................................... I ABSTRACT ..................................................................................................................... II 目 录 ................................................................................................................................ IV CONTENTS .................................................................................................................... IV 第一章 绪论 .......................................................................................................................1 1.1研究背景 ...................................................................................................................1 1.2研究目的和研究意义 ...............................................................................................2 1.2.1研究目的 ............................................................................................................2 1.2.2研究意义 ............................................................................................................2 1.3 研究内容及研究方法 ..............................................................................................2 1.3.1 研究内容 ...........................................................................................................2 1.3.2 研究方法 ...........................................................................................................3 1.4研究思路 ...................................................................................................................3 第二章 理论基础与文献综述 ...........................................................................................5 2.1 理论基础 ..................................................................................................................5 2.1.1高职院校概念 ....................................................................................................5 2.1.2行政教辅人员的界定 ........................................................................................5 2.1.3绩效管理原理评述 ............................................................................................6 2.2绩效管理的文献综述 ...............................................................................................7 2.2.1 组织绩效管理研究 ...........................................................................................7 2.2.2 高职院校绩效管理研究 ..............................................................................