| 高校创新型人力资源管理探讨——以A校为个案的研究 |
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| 引用本文： | 孟祥林.高校创新型人力资源管理探讨——以A校为个案的研究[J].扬州大学学报(高教研究版),2011,15(2):9-14. |
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| 作者姓名： | 孟祥林 |
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| 作者单位： | 华北电力大学思想政治理论研究中心,河北保定071003;华北电力大学社会与经济发展研究所,河北保定071003 |
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| 基金项目： | 河北省教育厅项目，华北电力大学"长城计划"科研项目 |
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| 摘 要： | A校在严格教学制度的过程中采取了如下措施：建立学评教系统让学生给教师打分数;对教师进行年度教学优秀评选;实行年度考核;考核结果可以累计。这样的考核方式存在着诸多问题：考核方法缺乏有效的实施前提;考评方法会产生以量代质的行为激励;考核判断方法不能全面地选择优秀;激励放大机制不合理且恶性循环。这样的管理方法还会产生多种比较严重的负面影响。要改变这种状况,必须多管齐下提高管理效率：针对课程进行类别划分;依据分数限制评价资格;平时成绩整合学生评价;同行评价纳入最终结果;客观评价教师综合素质。
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| 关 键 词： | 教师管理 教师评价 学校人力资源管理 |
On College Teachers Assessment——a Case Study of X University |
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| MENG Xiang-lin.On College Teachers Assessment——a Case Study of X University[J].Journal of Yangzhou University(Higher Education Study Edition),2011,15(2):9-14. |
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| Authors: | MENG Xiang-lin |
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| Institution: | MENG Xiang-lin1,2(1.Center for Ideological and Political Theories Research,North China Electric Power University,Baoding 071003,Hebei,China;2.Social and Economic Development Institute,North China Electric Power University,Baoding 071003,Hebei,China) |
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| Abstract: | In order to assess teachers＇ performance, X university takes the following measures： a scoring system is constructed for the students to appraise their teachers; the top teachers are selected on a yearly basis; all the teachers will receive a yearly evaluation; the evaluation results will be taken into account in the next evaluation. Many problems can be found in such an evaluation system： absence of the precondition for implementing the assessment, quantity biased, restricted criteria, and improper incentive. These problems can only be solved by taking into account multi-dimensional evaluations. |
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| Keywords: | teachers administeringl teachers assessment school administering of human resources |
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