江苏广播电视大学教师绩效管理研究.doc

摘 要 教师绩效管理是高校人力资源管理的一项十分重要的工作，是学校为实现其战略目标,用科学的方法,通过对教师个人和群体的行为表现、工作业绩以及综合素质的分析、考核和评价,以充分调动教师的积极性和创造性,改善行为,挖掘潜能,不断推进学校发展的过程。 只有实施有效的绩效管理,对教师进行科学客观的评价、有效的激励，使高校内部形成上下、师生良性互动，学校战略目标才能得以实现。因此，如何对教师绩效进行科学的管理，成为当前高校人力资源管理的一项重要研究课题。本文以江苏电大为例，对江苏电大教师绩效管理进行了个案研究。 本文首先分析江苏电大在传统的人事管理理念下，教师绩效管理工作中存在的诸如重考核轻管理、考核定位不清、评价指标简单、标准不明、缺乏绩效反馈和沟通等问题和不足。 接着，本文根据江苏电大双目标体系（建一流现代远程开放大学 Abstract Teacher’s performance management is an important task in HR management for higher education institutes. It is the process in which higher education institutes make use of scientific methods to analyze, evaluate and assess the teacher’s activity, performance and all-round qualifications so as to mobilize teacher’s creativity and enthusiasm, improve their activity and probe their potentials. The School’s strategic objectives can be attained only by setting up and implement scientific performance management system, making objective and scientific evaluation for teachers, practicing effective provocation and thus forming good interaction between school and teachers as well as students and teachers. So, it has been an important research task for current HR management for higher education institutes. First, the paper analyses problems and drawbacks under the traditional personnel management concept in JSTVU. The problems include: overemphasis on rating and under emphasis on management; overemphasis on result and under emphasis on process; lack of a clear and sound criterion, lack of feedback and communication. Next, according to needs of the dual-objective (to build a first-class modern distance-education university and to build a regulatory higher vocational institute) and dual-qualification (the qualifications for a distance-education tutor and a vocational institute teacher) systems of JSTVU, in combination with performance management theories, the paper designs a reform plan for the performance management for teachers in JSTVU. It covers the performance planning, performance communicatio