摘要
高校教师绩效考评是高校人力资源管理的重要工作之一,因为,高校管理的各项工作,最终都要落实到提高组织的绩效上来,而组织绩效的基础则是员工绩效的高低。为做好绩效考评,管理者首先需要按照战略一致性、标准的完整性与有效性等原则制定出考评标准,划分出切合组织岗位实际的考评周期,作好考评工作,并将考评结果反馈给被考评人。其次是将考评结果运用到人力资源的薪酬管理、岗位调整、员工培训和绩效管理之中,从而有效地推动高校人力资源各项具体的管理工作。
The University Teachers Performance Appraisal is one of the most important works in universities＇ HRM （Human resource management）, because each work of universities＇ HRM will implement in improving the organization＇s performance, and the employees ＇ performance is the foundation of the organization＇s performance. First , the manager should work out the performance appraisal standard that is according to strategic congruence, integrity and validity of the standards, map out the apraisal cycle for organizational positions as practical as possible, complete appraisal, and give feedback ; second, the appraisal results should be applied in HRM＇s salary management, post adjustment, employee training and performance management to effectively promote universities＇ HRM.
出处
《成都师范学院学报》
2015年第3期85-88,共4页
Journal of Chengdu Normal University
关键词
高校教师
绩效考评
问题
对策
university teachers
performance appraisal
problem
countermeasure
