I 摘要 改革开放以来，民办高等教育发展迅速，已经成为我国高等教育事业的重 要组成部分。民办高校的内涵式发展离不开广大教师的积极参与，然而当前不 少民办高校教师处于 “茫、盲、忙”的工作状态，如何调动高校教师的工作积 极性，共同努力实现高校的目标，是当下一个重要的命题。 基于此，本文选取 G 民办高校为研究对象，借鉴绩效管理相关理论和国内 外高校教师绩效评价研究成果，运用文献研究、实地调研、深度访谈等方法， 深入分析 G 民办高校专职教师绩效管理问题及原因，并提出对策建议。研究发 现：G 民办高校专职教师绩效管理存在考核指标体系不完善、绩效管理机制不 合理和考核结果运用不科学等问题，问题产生的原因主要是思想上不重视、管 理体制问题、经费不足等。绩效管理问题导致 G 民办高校专职教师工作绩效距 离符合本科院校教科研工作要求还有差距，难以支撑其成为一所应用型本科高 校的发展战略目标。为此，笔者引入关键指标考核方法（KPI），构建了该校专 职教师绩效考核指标体系，将 G 民办高校发展战略目标融入到专职教师日常工 作中，推进绩效管理工作创新发展，从而提升专职教师绩效水平，促进学校战 略目标实现。本研究旨在为民办高校专职教师绩效管理研究提供一定的理论支 持和实践借鉴。 关键词：民办高校；专职教师；绩效管理；KPIAbstract II Abstract Since the reform and opening up, private higher education has developed rapidly and has become an important part of China's higher education. The connotative development of private colleges and universities can not be separated from the active participation of teachers. However, at present, many teachers in private colleges and universities are in a vast, blind, busy working state. How to mobilize the enthusiasm of teachers and work together to achieve the goals of colleges and universities is an important proposition at present. Based on this, this thesis selects G College as the research object, draws lessons from the relevant theories of performance management and the research results of teachers' performance evaluation at home and abroad, By means of literature research, field research and in-depth interviews, this paper makes an in-depth analysis of the problems and causes of the performance management of full-time teachers in G private college, and puts forward some countermeasures and suggestions. It is found that there are some problems in the performance management of full-time teachers in G private college, such as imperfect evaluation index system, unreasonable performance management mechanism and unscientific application of evaluation results. The main causes of these problems are lack of attention to ideology, management system and insufficient funds. The problem of performance management leads to the gap between the performance of full-time teachers in G College and the requirement of teaching and research work in undergraduate colleges. It is difficult to support the development strategy of G College as an application-oriented undergraduate university. To this end, the author introduces the key indicators assessment method (KPI), constructs the performance evaluation index system of full-time teachers in the school, integrates the development strategic objectives of G private college into the daily work of full-time teachers, promotes the innovative development of performance management work, thereby improving the performance level of full-time teachers and promoting the realization of the school's strategic objectives. The purpose of this study is to provideAbstract III some theoretical support and practical reference for the study of performance management of full-time teachers in private college. Key Words: private universities; full-time teachers; performance management; KPIIV 目录 第一章 绪论.......................................................................................................................1 第一节 研究背景和意义............................................................................................... 1 一、研究背景.........................................................................................................................1 二、研究意义................................................................................................................... 1 第二节 国内外研究概况............................................................................................... 2 一、国外高校教师绩效管理研究.................................................................................... 2 二、国内高校教师绩效管理研究.................................................................................... 4 第三节 研究方法和技术路线...................................................................................... 6 一、研究方法................................................................................................................... 6 二、技术路线................................................................................................................... 7 第四节 研究内容和创新点........................................................................................... 8 一、研究内容................................................................................................................... 8 二、创新点 ...................................................................................................................... 9 第二章 相关理论基础..................................................................................................10 第一节 绩效管理理论.................................................................................................. 10 一、绩效的内涵............................................................................................................. 10 二、绩效管理的内涵......................................................................................................11 三、绩效考核相关理论 ................................................................................................. 12 第二节 KPI 相关理论................................................................................................ 13 一、KPI 的内涵 ............................................................................................................. 13 二、选择关键绩效指标的原则...................................................................................... 13 三、提取关键绩效指标的程序...................................................................................... 14 第三章 G 民办高校专职教师现行绩效管理问题分析.............................15 第一节 专职教师绩效管理现状................................................................................ 15 一、G 民办高校概况 ..................................................................................................... 15 二、专职教师绩效管理现状分析.................................................................................. 15 第二节 存在的问题...................................................................................................... 18 一、绩效考核指标与标准有待改进 .............................................................................. 18 二、绩效管理机制不完善.............................................................................................. 19 三、绩效管理方法相对落后.......................................................................................... 21 四、绩效考核结果未能充分合理使用........................................................................... 22 目录V 第三节 存在问题的原因............................................................................................. 22 一、绩效管理顶层设计有待提升.................................................................................. 22 二、学院整体运行机制不够完善.................................................................................. 23 三、绩效管理人员素质有待提高.................................................................................. 25 四、绩效管理经费保障不力.......................................................................................... 26 第四章 G 民办高校专职教师关键绩效指标体系构建.............................27 第一节 树立战略导向的绩效管理目标...........................