| 张新娅.高校教师岗位绩效考核中存在的问题及改进措施[J].陕西学前师范学院学报,2018,34(8):118-121 |
| 高校教师岗位绩效考核中存在的问题及改进措施 |
| The Problems and Improvement Measurements of Teachers’ Performance Appraisal in Universities |
| 投稿时间：2017-03-16 修订日期：2018-04-08 |
| DOI：10.11995/j.issn.2095-770X.2018.08.026 |
| 中文关键词: 绩效考核 高校教师 薪酬制度 |
| 英文关键词: human resources performance appraisal university teachers salary system |
| 基金项目: |
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| 摘要点击次数: 1279 |
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| 中文摘要: |
| 高校教师岗位绩效工资制度对于打破平均主义，激发教师工作的主动性和积极性起到了积极作用。但教育本身具有的复杂性，教育效果的过程性和滞后性等特点，以及考核指标体系的不完善性，使得岗位绩效工资在实施过程中出现诸如重定量指标而忽视定性指标的考核，重奖惩手段而忽视激励方法的运用，重视对过去结果的考察而忽视对教师未来发展的关注等问题。为此，应积极借助网络信息化手段，完善考核指标体系，加强考核者和教师之间的沟通，重视对考核结果的积极反馈，不断改进薪酬制度。 |
| 英文摘要: |
| Currently there are some common problems in the system of Performance Appraisal of University Teachers in China. Such as the system only focuses on the quantifiable indexes but ignores the qualitative indexes. There are too much rewards and punishments in the performance appraisal, which is lack of humanistic concern. All these factors are going against to the development of teachers' personal career. There are some deficiencies between the use and feedback of appraisal results. There is also lack of communication between the assessors and the teachers. For this reason, teachers should be encouraged to participate in the assessment process; focus more on improvement instead off the punishment; focus more on the future development instead of past achievements; Use the network system to reduce the impact of human factors in the assessment and improve the salary system. |
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