韶关学院学报
韶關學院學報
소관학원학보
Journal of Shaoguan University(Social Science Edition)
2011年
9期
165~168
,共null页
绩效管理 绩效考核 绩效沟通 问卷调查
績效管理 績效攷覈 績效溝通 問捲調查
적효관리 적효고핵 적효구통 문권조사
Performance Management; Performance Evaluation; Performance Communication; Questionnaire Investigation
据调查，目前地方高校的教师绩效管理，还没有以教师的全面发展为本。管理者与教师需共同参与决策、加强沟通与协调，对教师绩效信息应及时记录与反馈，并建立投诉与申诉系统，以保证教师绩效管理能够更加公开、公平、公正、科学和有效率，从而不断地促进教师和组织绩效的持续提升。
據調查，目前地方高校的教師績效管理，還沒有以教師的全麵髮展為本。管理者與教師需共同參與決策、加彊溝通與協調，對教師績效信息應及時記錄與反饋，併建立投訴與申訴繫統，以保證教師績效管理能夠更加公開、公平、公正、科學和有效率，從而不斷地促進教師和組織績效的持續提升。
거조사，목전지방고교적교사적효관리，환몰유이교사적전면발전위본。관리자여교사수공동삼여결책、가강구통여협조，대교사적효신식응급시기록여반궤，병건립투소여신소계통，이보증교사적효관리능구경가공개、공평、공정、과학화유효솔，종이불단지촉진교사화조직적효적지속제승。
Through the investigation, it finds that the teachers＇ performance management of local university is still not based on the teachers＇ development. Managers and teachers should take part in decision making, communication and coordination together. Managers should record teachers＇ performance information and give feedback in time. And we should establish the system of complaint and appeal, and then it can ensure that the teachers＇ performance management may be openly, fairly, just, scientifically and efficiently, and it can improve the performance of the teachers and the organization.
