CAJ | 학술논문

目前高校普遍推行岗位设置及聘任，逐步落实与岗位相呼应的绩效工资。作为高校人力资源管理重要措施的绩效考核成为岗位考核及聘任的重要内容和依据。但现行的高校行政管理人员绩效考核在观念、制度、实施办法等方面都存在问题，已滞后甚至是阻碍了岗位聘任的有效实施，文章在分析高校行政管理人员绩效考核存在的主要问题的基础上，探讨和提出改进的思路与措施。
목전고교보편추행강위설치급빙임，축보락실여강위상호응적적효공자。작위고교인력자원관리중요조시적적효고핵성위강위고핵급빙임적중요내용화의거。단현행적고교행정관리인원적효고핵재관념、제도、실시판법등방면도존재문제，이체후심지시조애료강위빙임적유효실시，문장재분석고교행정관리인원적효고핵존재적주요문제적기출상，탐토화제출개진적사로여조시。
Currently universities have generally adopted the post setting and appointment system with the gradual implementa-tion work of related performance evaluation.As a an important measure of human resource management in universities,per-formance evaluation has become the key content and basis for post evaluation and appointment.However,there are certain problems of existing administrator performance evaluation in universities including its concept,system,and implementation measures,which have already been lagged and even hindered the effective implementation of post appointment.This paper ana-lyzed the main problems of administrator performance evaluation in universities and also explored the improvement measures.