CAJ | 학술논문

绩效考核作为人力资源管理工作中的核心内容，其先进理念于上世纪末移植到民办高校教师管理中，无论是在学校整体发展还是教师自身提升上都起到了重要作用。但是由于种种原因，民办高校教师绩效考核仍然存在着弊端和发展障碍。本文试图通过分析当今民办高校教师绩效考核的现状及存在的问题，从站在一线工作者的角度，提出了若干改进建议，对民办高校如何科学、合理和客观地使用绩效考核，具有一定的作用。
적효고핵작위인력자원관리공작중적핵심내용，기선진이념우상세기말이식도민판고교교사관리중，무론시재학교정체발전환시교사자신제승상도기도료중요작용。단시유우충충원인，민판고교교사적효고핵잉연존재착폐단화발전장애。본문시도통과분석당금민판고교교사적효고핵적현상급존재적문제，종참재일선공작자적각도，제출료약간개진건의，대민판고교여하과학、합리화객관지사용적효고핵，구유일정적작용。
Performance appraisal as an advanced concept and the core content of the human resources management, which has been transplanted to the teachers management of private colleges and universities at the end of the last century, played an im-portant role for the development of the overall school and teachers enhance. But for various reasons, the performance appraisal of teachers still exists drawbacks and obstacles of development in private colleges and universities. This paper, attempting through the analysis of the status of teachers performance appraisal problems in private colleges and universities, from the an-gle of the front - line workers, made a number of suggestions for improvement. These recommendations are useful for the sci-entific, rational, objective performance appraisal in private colleges and universities.