H学校班主任岗位绩效考核体系研究
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摘要
现代社会,经济的增长越来越取决于知识的创新和人才的质量,而各国综合国力的竞争也最终取决于人才的优势。社会要求教育满足国家经济发展对人才的需要,迅速培养和造就大批高质量的人才。教育的质量直接决定了人才的质量,如何提高教育的质量是当前教育理论者和实践者们面临的重大课题。在学校的培养过程中,教师教学的质量直接影响到学生的发展,教师是提高人才培养质量的关键,然而,班主任(辅导员)队伍在培养现代化人才的过程中的作用也越来越重要了。
绩效管理是在组织中广泛使用的人力资源管理方法,绩效管理的最终目的是通过改善员工的工作表现,提升员工的工作能力来实现组织的经营战略目标,并提高员工的满意度和成就感,所以绩效管理主要是以“效率”和“效果”为其主要特征。
H学校自成立以来,一直实施绩效管理办法,但无法充分调动班主任的工作积极性,班主任岗位人员流动情况频繁出现,人员的不稳定性制约了学校的健康快速发展。本文在对国内外绩效考核理论进行研究基础之上,采用了多种绩效考核方法,重点分析了H学校班主任岗位的绩效考核体系现状,找出H学校班主任岗位绩效考核体系中存在的问题,并结合H学校的具体情况,在H学校原有的绩效考核办法基础之上,优化了H学校班主任岗位绩效考核指标体系,完善了绩效反馈和应用,以期对H学校教育改革和班主任队伍建设有所裨益。
In the modern society, the economic growth depends on the knowledge innovation and talent quality. And the overall national strength of the competition is also ultimately depends on talents. The education should meet the needs of people who can make the great contribution to the development of the national economy, and it can also train and bring up a large number of high-quality personnel. The quality of education lies on talent's quality. How to improve the education quality is the important issue which is faced by both the education theorists and the practitioners. In the process of talents training, the teaching quality has the direct impact on the students'development. Teacher is the key to improving the quality of talents training, While the head teacher gets more and more important in the process of training modern talents.
Performance management is widely used in human resources management. The ultimate goal of performance management is to improve staffs working ability through improving staffs working performance, which can achieve the organization's business strategies and also improve staffs satisfaction and sense of accomplishment. Therefore, the "management efficiency" and "effective" are main features of performance management.
Since its establishment, H school has carried out the performance management measures, but it could not fully arouse the working enthusiasm of the head teachers. The frequent movements of teacher positions restrict the healthy and rapid development of the school. Abased on the domestic and overseas theoretical research, this paper adopts many performance evaluation methods to analyze the current performance evaluation system, which can find the problems in performance evaluation system of head teacher position. Combining the specific conditions in H school, we optimize the performance evaluation indicator system on the basis of original school performance evaluation methods, and improve the performance feedback and application, which are good for the school education reform and the construction of head teacher group in H school.
绩效管理是在组织中广泛使用的人力资源管理方法,绩效管理的最终目的是通过改善员工的工作表现,提升员工的工作能力来实现组织的经营战略目标,并提高员工的满意度和成就感,所以绩效管理主要是以“效率”和“效果”为其主要特征。
H学校自成立以来,一直实施绩效管理办法,但无法充分调动班主任的工作积极性,班主任岗位人员流动情况频繁出现,人员的不稳定性制约了学校的健康快速发展。本文在对国内外绩效考核理论进行研究基础之上,采用了多种绩效考核方法,重点分析了H学校班主任岗位的绩效考核体系现状,找出H学校班主任岗位绩效考核体系中存在的问题,并结合H学校的具体情况,在H学校原有的绩效考核办法基础之上,优化了H学校班主任岗位绩效考核指标体系,完善了绩效反馈和应用,以期对H学校教育改革和班主任队伍建设有所裨益。
In the modern society, the economic growth depends on the knowledge innovation and talent quality. And the overall national strength of the competition is also ultimately depends on talents. The education should meet the needs of people who can make the great contribution to the development of the national economy, and it can also train and bring up a large number of high-quality personnel. The quality of education lies on talent's quality. How to improve the education quality is the important issue which is faced by both the education theorists and the practitioners. In the process of talents training, the teaching quality has the direct impact on the students'development. Teacher is the key to improving the quality of talents training, While the head teacher gets more and more important in the process of training modern talents.
Performance management is widely used in human resources management. The ultimate goal of performance management is to improve staffs working ability through improving staffs working performance, which can achieve the organization's business strategies and also improve staffs satisfaction and sense of accomplishment. Therefore, the "management efficiency" and "effective" are main features of performance management.
Since its establishment, H school has carried out the performance management measures, but it could not fully arouse the working enthusiasm of the head teachers. The frequent movements of teacher positions restrict the healthy and rapid development of the school. Abased on the domestic and overseas theoretical research, this paper adopts many performance evaluation methods to analyze the current performance evaluation system, which can find the problems in performance evaluation system of head teacher position. Combining the specific conditions in H school, we optimize the performance evaluation indicator system on the basis of original school performance evaluation methods, and improve the performance feedback and application, which are good for the school education reform and the construction of head teacher group in H school.
引文
①王益明著.人力资源管理.山东人民出版社.2006
②董克用著.人力资源管理概论.中国人民大学出版社.2007
①唐志红,骆玲著.人力资源招聘、培训、考评.首都经贸大学出版社.2003
①张德著.人力资源开发与管理第二版.清华大学出版社,2001.175
②时光,刘冰著.新绩效管理.河南人民出版社.2007.6
①董克用著.人力资源管理概论.中国人民大学出版社.2007
[1]王益明著.人力资源管理[M].山东人民出版社,2006
[2]唐志红,骆玲著.人力资源招聘、培训、考评[M].首都经贸大学出版社.2003
[3]董克用著.人力资源管理概论[M].中国人民大学出版社,2007
[4]张德著.人力资源开发与管理第二版[M].清华大学出版社,2001.175
[5]时光,刘冰著.新绩效管理[M].河南人民出版社,2007.6
[6]彼得·德鲁克.管理的实践[M].齐若兰,译.机械工业出版社,2006：102.
[7]Ivancevich J M. Human Resource Management[M]. China Machine Press.2004
[8]Kaplan R S, Norton D P. Balanced Scorecard:Translating Strategy into Action[M]. Havard Business School Press,1992
[9]蔺宇高校学生工作绩效的模糊综合评价[J].西安电子科技大学学报(社会科学版),2006.11
[10]赵炳起.高校教职工考核失真的成因及控制[J].现代教育科学,2004,(6)：78.
[11]盘和林.哈佛绩效管理决策分析及经典案例[M].人民出版社.2006.
[12]郭京生,袁家海.绩效管理制度设计与运作[M].中国劳动社会保障出版社,2007.
[13]社映梅.绩效管理[M].中国发展出版社,2006.
[14]付亚和,许玉林.绩效管理[M].上海：复旦大学出版社,2003.
[15]朱小敏.高校教师个体知识管理绩效评价体系及方法[J].高教发展与评估,2009(1)
[16]培健.对现行教师评价体系的几点思考[J].沈阳大学学报,2003,12(2)：28-30.
[17]钟晓东,孙永东.高校教师任务的不对称性及考核评价的改进[J].中国矿业大学学报：社会科学版。2004(2)：30-34.
[18]洪恩强,郭文英,钱韦成.论发展性教师评价与高校青年教师发展[J].江西教育科研,2006(11)：12.13.
[19]李家成.论教育活动中他人评价与自我评价的结合[J].教育评论,1999(01)：36—38.
[20]周作宇.高校人力资源管理的几个理论问题[J].中国高等教育,2000(12)：20—22.
[21]盛明科.服务型政府绩效评估体系构建与制度安排研究[M].湘潭大学出版社,2009.
[22]李武武.论和谐环境中高校教师的绩效管理[J].江南大学学报(教育科学版),2008(3)：30.
[23]卓越.政府绩效管理概念[M].北京：清华大学出版社,2007.
[24]梁程妙.高校教师绩效考核体系存在的问题与对策[J].大众科技,2005,(3)：19—20.
[25]吴凯琳.如何有效地进行绩效评估[J].人力资源开发与管理,2005,(9)：13—14.
[26]赵应生.大学教师劳动特点及绩效评估的人文关怀[J].黑龙江高教研究,2005,(2)：24-25.
[27]周作宇.美国终身教授制的变迁与启示[J].高等教育研究,2001,(5)：7.
[28]王怀明.绩效管理[M].山东人民出版社,2004：6
[29]马新建.人力资源管理与开发[M],石油工业出版社,2004
[30]奚玉芹,金永红.企业薪酬与绩效管理体系设计[M].北京：机械工业出版社,2004
[31]张国建,徐伟.绩效考核体系设计[M].北京工业大学出版社,2003
[32]方振邦.运用360。绩效反馈计划改善绩效(J).人力资源开发与管理.2002(3)：33—37
[33]骆兰.绩效评估对员工工作满意度的影响(J).重庆大学学报,2002,8(1)：116—117
[34]王大南. 岗位聘任制条件下高校教师绩效管理的探讨[J]. 辽宁教育研究,2006,(2)；89—91.
[35]熊坚.HR高效管理的十大工具[M].中国劳动社会保障出版社,2007.
②董克用著.人力资源管理概论.中国人民大学出版社.2007
①唐志红,骆玲著.人力资源招聘、培训、考评.首都经贸大学出版社.2003
①张德著.人力资源开发与管理第二版.清华大学出版社,2001.175
②时光,刘冰著.新绩效管理.河南人民出版社.2007.6
①董克用著.人力资源管理概论.中国人民大学出版社.2007
[1]王益明著.人力资源管理[M].山东人民出版社,2006
[2]唐志红,骆玲著.人力资源招聘、培训、考评[M].首都经贸大学出版社.2003
[3]董克用著.人力资源管理概论[M].中国人民大学出版社,2007
[4]张德著.人力资源开发与管理第二版[M].清华大学出版社,2001.175
[5]时光,刘冰著.新绩效管理[M].河南人民出版社,2007.6
[6]彼得·德鲁克.管理的实践[M].齐若兰,译.机械工业出版社,2006：102.
[7]Ivancevich J M. Human Resource Management[M]. China Machine Press.2004
[8]Kaplan R S, Norton D P. Balanced Scorecard:Translating Strategy into Action[M]. Havard Business School Press,1992
[9]蔺宇高校学生工作绩效的模糊综合评价[J].西安电子科技大学学报(社会科学版),2006.11
[10]赵炳起.高校教职工考核失真的成因及控制[J].现代教育科学,2004,(6)：78.
[11]盘和林.哈佛绩效管理决策分析及经典案例[M].人民出版社.2006.
[12]郭京生,袁家海.绩效管理制度设计与运作[M].中国劳动社会保障出版社,2007.
[13]社映梅.绩效管理[M].中国发展出版社,2006.
[14]付亚和,许玉林.绩效管理[M].上海：复旦大学出版社,2003.
[15]朱小敏.高校教师个体知识管理绩效评价体系及方法[J].高教发展与评估,2009(1)
[16]培健.对现行教师评价体系的几点思考[J].沈阳大学学报,2003,12(2)：28-30.
[17]钟晓东,孙永东.高校教师任务的不对称性及考核评价的改进[J].中国矿业大学学报：社会科学版。2004(2)：30-34.
[18]洪恩强,郭文英,钱韦成.论发展性教师评价与高校青年教师发展[J].江西教育科研,2006(11)：12.13.
[19]李家成.论教育活动中他人评价与自我评价的结合[J].教育评论,1999(01)：36—38.
[20]周作宇.高校人力资源管理的几个理论问题[J].中国高等教育,2000(12)：20—22.
[21]盛明科.服务型政府绩效评估体系构建与制度安排研究[M].湘潭大学出版社,2009.
[22]李武武.论和谐环境中高校教师的绩效管理[J].江南大学学报(教育科学版),2008(3)：30.
[23]卓越.政府绩效管理概念[M].北京：清华大学出版社,2007.
[24]梁程妙.高校教师绩效考核体系存在的问题与对策[J].大众科技,2005,(3)：19—20.
[25]吴凯琳.如何有效地进行绩效评估[J].人力资源开发与管理,2005,(9)：13—14.
[26]赵应生.大学教师劳动特点及绩效评估的人文关怀[J].黑龙江高教研究,2005,(2)：24-25.
[27]周作宇.美国终身教授制的变迁与启示[J].高等教育研究,2001,(5)：7.
[28]王怀明.绩效管理[M].山东人民出版社,2004：6
[29]马新建.人力资源管理与开发[M],石油工业出版社,2004
[30]奚玉芹,金永红.企业薪酬与绩效管理体系设计[M].北京：机械工业出版社,2004
[31]张国建,徐伟.绩效考核体系设计[M].北京工业大学出版社,2003
[32]方振邦.运用360。绩效反馈计划改善绩效(J).人力资源开发与管理.2002(3)：33—37
[33]骆兰.绩效评估对员工工作满意度的影响(J).重庆大学学报,2002,8(1)：116—117
[34]王大南. 岗位聘任制条件下高校教师绩效管理的探讨[J]. 辽宁教育研究,2006,(2)；89—91.
[35]熊坚.HR高效管理的十大工具[M].中国劳动社会保障出版社,2007.