摘要 改革开放前，我国高等教育主要是公办教育，全国高等教育在校生仅有 11.7 万人；1978 年，全国高等教育在校人数达到 86.7 万人；2001 年，全国高等教育 在学人数为 1364 万人；2015 年，全国各类高等院校学生总数达到 3647 万人。 随着高等教育的发展，民办高校的数量和规模也日益扩大，2013 年全国民办普 通高等学校有 424 所，到 2018 年发展到了 747 所，已经成为我国高等教育体的 重要组成部分。随着我国高等教育的不断发展，民办院校的发展也进入了一个 新的历史时期，越来越多的民办学院伴随国家教育改革过程不断发展、壮大， 对社会和对教育事业的贡献也不断增强。作为民办高校队伍中的成员，Y 学院也 在面临社会环境全面而深刻的变化，在学院管理方面也将产生许多变革，无论 是学院本身，还是作为学院主体的教师，都将面临着挑战和机遇，这对学院人 力资源体系建设提出了更高的要求。而完善的人力资源管理体系，不仅能够稳 定教师队伍，促进教师队伍的健康发展，对于学院发展的前景也起着至关重要 的作用。 与此同时，各个民办高等院校开始重视人力资源管理工作，学术界也纷纷把 眼光投向民办高校教师队伍，对民办高等院校人力资源管理的研究进入了一个 崭新的阶段。本论文在研究近年民办高等院校人力资源管理相关文献的基础上， 结合人力资源、绩效管理相关理论知识，归纳和梳理了国内外学者在民办高校 人力资源管理和绩效考核方面的研究进展。而后，以 Y 学院为研究对象，通过 考察、调研和查阅学校相关人事资料，了解 Y 学院教师队伍中存在的问题，发 现学院教师缺乏身份认同感、工作压力大、待遇不理想、发展通道不通畅等问 题，而学院也存在人力资源管理观念落后、不注重科研、激励机制与考核机制 不完善等问题。在分析问题根因的基础上，本论文依据现代人力资源管理的理 念，结合民办高校的发展现状，提出了 Y 学院转变人力资源管理观念、建立适 合教师队伍的绩效考核管理体系、加强组织文化建设、优化教师激励机制、提 升教师职业发展空间等建议，以此来提高 Y 学院人力资源管理的水平，也为其 他民办学院提升人力资源管理能力提供依据。 关 键 词：民办高校； 教师； 绩效管理； 人力资源管理ABSTRACT ABSTRACT Before the reform and opening, China's higher education was mainly public education. There were only 117,000 students enrolled in higher education nationwide. In 1978, the number of higher education students in the country reached 867,000. In 2001, the number of higher education students in the country was 13.64 million. In 2015, the total number of students from various colleges and universities across the country reached 36.47 million. With the development of higher education, the number and scale of private colleges and universities have also expanded. In 2013, there were 424 private colleges and universities in the country, and 747 were developed in 2018. It has become an indispensable part of China's higher education system. With the continuous deepening of China's higher education reform process, the development of private colleges has entered a new historical period. More and more private colleges have continued to develop and grow along with the national education reform process, contributing to society and education. It is also constantly increasing. As a member of the private colleges and universities, Y College is also facing a comprehensive and profound change in the social environment. There will also be many changes in the management of the college. Both the college itself and the teachers who are the main body of the college will face challenges and opportunities. This puts higher requirements on the construction of the college's human resources system. The perfect human resource management system not only stabilizes the teaching staff, but also promotes the healthy development of the teaching team, and plays a vital role in the development of the college. At the same time, various private colleges and universities have begun to attach importance to human resources management. The academic circles have also turned their attention to the private university teachers, and the research on human resources management in private universities has entered a new stage. Based on the research of human resources management related literature in private universities in recent years, this paper combines the theoretical knowledge of human resources and performanceABSTRACT management, and summarizes and studies the research progress of domestic and foreign research institutions and scholars in the management of human resources in private universities. Then, taking Y College as the research object, through the investigation, research and inspection of the relevant personnel information of the school, to understand the problems existing in the Y college teachers, it is found that the college teachers lack identity, work pressure, unsatisfactory treatment, and the development channel is not smooth. And other issues, and the college also has problems such as backward human resource management concepts, lack of attention to scientific research, incentive mechanisms and imperfect assessment mechanisms. Based on the analysis of the root cause of the problem, this paper proposes the transformation of the concept of human resource management, the establishment of a performance appraisal management system suitable for the teaching staff, and the strengthening of organizational culture construction based on the concept of modern human resource management and the development status of private universities. Suggestions such as optimizing the teacher incentive mechanism and improving the teacher's career development space, in order to improve the level of human resources management in Y College, and provide a basis for other private colleges to improve their human resource management capabilities. Keywords: Private College; Teacher; Performance assessment; Human Resources Management目 录 V 目 录 摘要 .................................................. II ABSTRACT ............................................... III 目 录 ................................................... V 第一章 绪论 .............................................. 1 第一节 研究背景...............................................1 第二节 研究目的和研究意义.....................................2 第三节 国内外研究现状介绍.....................................3 一、 国外研究现状...................................................................................................3 二、 国内研究现状...................................................................................................3 第四节 研究内容与研究方法.....................................5 第二章 相关概念及理论基础介绍 ............................ 8 第一节 民办高校的概念和特点...................................8 一、民办高校概念界定.................................................8 二、民办高校的特点...................................................8 第二节 人力资源与绩效管理相关理论............................10 一、人力资源........................................................10 二、人力资源管理研究的主要理论......................................11 三、激励理论........................................................12 四、绩效管理理论....................................................13 第三节 民办高校绩效考核的特点................................17 第四节 民办高校人力资源管理的目标............................18 第三章 Y 学院人力资源绩效管理的现状与问题................ 21 第一节 Y 学院的基本情况 ......................................21 第二节 Y 学院绩效考核模式 ....................................21 第三节 Y 学院绩效管理教师满意度调查 ..........................24 一、调查问卷设计及基本情况..........................................24目 录 VI 二、调查内容........................................................25 第四节 Y 学院教师队伍目前存在的问题 ..........................25 一、教师身份缺乏认同感，师资稳定度低................................25 二、教师工作压力大，福利待遇和保障水平低............................26 三、教师职业发展通道不通畅..........................................27 四、师资队伍结构不尽合理，部分教师教学能力和实践能力有待进一步提高 ..28 第五节 Y 学院在人力资源绩效管理方面存在的问题 ................29 一、对科研的重视不足................................................29 二、考核评价机制不完善...........................................