摘要
目前,我国高校教师绩效管理体系存在着管理目的导向性不够明确,将绩效考评过程完全等同于绩效管理体系,绩效考核指标不够科学,缺乏绩效沟通过程等问题。为此,建议采取以下措施来构建教师绩效管理体系:建立多元化主体参与的绩效管理体系,建立科学合理的关键绩效指标体系等。
At present, there are some problems in the performance management system of university teachers in China, such as the unclear orientation of management , the complete equalization of the performance appraisal process with the performance management system, the unscientific performance appraisal index and the lack of performance communication process. Therefore, it is suggested to take the following measures to construct the teacher performance management system: establish a performance management system with diversified participants and establish a scientific and reasonable key performance indicator system.
作者
郑丹
郑风
ZHENG Dan;ZHENG Feng(Qiqihar Teachers College, Qiqihar Heilongjiang 161005,China;Qiqihar University, Qiqihar Heilongjiang 161005,China)
出处
《齐齐哈尔师范高等专科学校学报》
2019年第2期103-104,共2页
Journal of Qiqihar Junior Teachers College
关键词
高校教师
绩效考核
绩效管理
university teachers
performance appraisal
performance management
