高职学院的行政管理人员担负着学校发展及师生管理的重要任务，能力、素 质高低对学校的发展有着直接影响。对学院行政管理人员的绩效考核指标进行优 化，建设起高效、科学、合理的考核体系可以对行政管理人员的业绩及工作效率 进行准确衡量，不单是构建高素质、高效率的行政管理队伍需求，同时对提升行 政管理人员工作积极性、效率等均极为有利，最后可以起到提升学院核心竞争力 的作用。 本文主要是以人力资源管理理论及绩效管理理论为基础，就高职学院行政管 理人员的绩效考核体系进行研究，以HT学院为例，得出绩效管理体系的现状、存 在的问题、导致问题的原因及改进的策略等。研究发现：HT学院行政管理人员绩 效考核中，具有绩效考核的理论不充分；内容指标设置不合理；考核周期以年度 考核为主，缺乏对日常考核的关注；考核理念及思想落后；内部管理体制影响到 考核的有效实施及考核体系自身存在的问题等。导致这些问题的原因，与HT学院 行政管理人员绩效考核的领导认识不足，被考核人员没有全面参与到绩效考核的 过程中；对绩效考核的认识不充分，定位不准确；考核中缺乏有效的沟通；考核 主体单一，定量方法不足；考核过程缺乏有效地控制与反馈环节；考核队伍不专 业，结果应用不完善等因素有关。 根据HT学院行政管理人员绩效考核的现状及问题与原因分析，提出构建新的 绩效考核体系，应该选择360度绩效考核方法及平衡计分卡，设定HT学院行政人 员绩效考核管理的多层次指标体系，保证考核指标的设计与岗位特征及人员需求 具有一致性；在考核周期上，坚持原有年度考核的同时，引入季度考核，以保证 考核对日常基础工作的监督与促进作用；在考核流程中，根据年度考核及季度考 核，畅通双向沟通机制；完成考核后，充分利用考核结果进行管理，提高行政管 理人员工作效率。 在提出HT学院行政管理人员绩效考核的体系构建外，本文还根据行政管理员 绩效考核的具体内容，提出保证考核体系实施的思想与制度、人力资源与激励机 制、沟通及投入等方面的保障措施。 关键词：行政管理人员；绩效考核；HT学院；指标构建 2 Abstract The administrative staff of the college shoulder the important task of the development of the school and the management of teachers and students, and the ability and quality have a direct impact on the development of the school.To optimize the performance appraisal index of the administrative staff of the college, to build up an efficient, scientific and reasonable appraisal system can accurately measure the performance and work efficiency of the administrative personnel, not only to construct the high quality,At the same time, it is very beneficial to enhance the enthusiasm and efficiency of the administrative staff, and finally it can play the role of enhancing the core competitiveness of the college. Based on the theory of human resource management and the theory of performance management, this paper studies the performance appraisal system of administrators in colleges. Taking HT college as an example, the present situation and existing problems of the performance management system are obtained.Causes of problems and improvement strategies. The following conclusions are drawn: the theory of performance appraisal is not sufficient, the content index is unreasonable, the annual appraisal is the main period, and the attention to daily evaluation is lacking.The internal management system affects the effective implementation of the examination and the problems existing in the examination system itself.The causes of these problems are insufficient understanding of the leaders of the performance appraisal of the administrative staff of HT College, and lack of full participation in the process of the performance appraisal by the staff being assessed, the understanding of the performance appraisal is insufficient and the orientation is not accurate.Lack of effective communication in assessment The main contents are as follows: (1) insufficient quantitative method; lack of effective control and feedback in the examination process; factors related to the unprofessional personnel, examination and application of the results. According to the requirement of the theory of performance appraisal and the special requirement of the performance appraisal of the administrators of the college, combined with the present situation of the performance appraisal of the administrators in the HT College, this paper puts forward the system of the performance appraisal of the administrators of the College of HT.We should first perfect the system construction, select 360 degree performance appraisal method, choose AHP and balanced scorecard, 3 and set up the multi-level index system for the management of administrative staff performance appraisal in HT College.To ensure that the design of the assessment index is consistent with the post characteristics and personnel requirements; in the assessment cycle, adhere to the original annual assessment, at the same time, the introduction of quarterly assessment, in order to ensure the assessment of daily basic work In the assessment process, according to the annual and quarterly assessment, according to the bottom-up, and from top to bottom two-way communication, to carry out an effective assessment process; after the completion of the assessment,Adhere to the effective feedback of the assessment and the multiple application of the results in order to give full play to the role of performance appraisal of college administrators. In addition , based on the concrete contents of the performance appraisal of administrative administrators , this paper puts forward the guarantee measures to ensure the implementation of the appraisal system , the human resources and the incentive mechanism , communication and investment .