绩效工资背景下高校部门间相对绩效评价方法  

The Method of Inter-departmental Relative Performance Evaluation for Colleges and Universities under the Background of Performance Related Pay

作　　者：杜元伟[1] 龙银才 刘静[1] 

机构地区：[1]昆明理工大学管理与经济学院,云南昆明650093

出　　处：《昆明理工大学学报（社会科学版）》2015年第3期68-79,共12页Journal of Kunming University of Science and Technology(Social Sciences)

基　　金：国家自然科学基金项目"面向知识网络的多元化决策信息智能提取模型研究"(71261011);国家自然科学基金项目"大规模协作模式下产品动态连续创新决策方法:基于大数据驱动视角"(71462022);云南省应用基础研究计划项目"面向大规模协作创新的界面整合决策机理与决策模型"(2013FB030)

摘　　要：针对当前高校绩效评价实践中,因传统评价方法自身局限导致评价结果缺乏客观公正性,且无法很好化解学科差异性因素对绩效评价的影响等问题,从人力、财力、物力以及人才培养、社会服务、科研六个方面入手,基于DEA构建了高等院校部门间相对绩效评价方法;同时,以A高校绩效改革为例进行实证分析。结果表明:传统评价方法因自身缺陷、评价指标主观赋权、结果评价导向等因素,都不同程度地导致了A高校绩效评价面临困难,但是传统评价方法下统一的评价标准与因学科差异性导致各个部门对其生产活动及产出成果评价持有不同期望之间的矛盾,才是触发A高校各个部门不满情绪的根本原因。而本评价方法恰好能较好地排除学科差异性因素影响,克服传统评价方法缺陷,反映部门绩效水平。In view of the current practice of relative performance evaluation for colleges and universities, there are issues that the limitations of traditional evaluation methods itself lead to the evaluation results for lack of objectivity and fairness,and the influence of differences in the discipline cannot be well excluded.Firstly, based on the existing research achievements,starting from human resources,financial resources,material re-sources,talent cultivation,social services and research,the research on the construction of the method of inter -departmental relative performance evaluation for colleges and universities based on the data envelopment analysis (DEA)is proceeded.And then the research carried out an empirical analysis of the performance reform of Col-lege A.The results show that the traditional evaluation methods had their own shortcomings in which subjective weighting for the evaluation index,outcome evaluation guide and other factors have resulted that the performance evaluation reform of College A faced difficulties in varying degrees.However,the ambivalent between the unified evaluation criteria under the traditional evaluation methods and the different evaluation expectation of various de-partments for their productive activities and outcome because of disciplinary differences,is the root causes which triggered the dissatisfaction of various departments in College A.At the same time,the evaluation method put for-ward by this article can well exclude the influence of differences in the discipline and overcome these deficien-cies of traditional methods,such as stronger subjective and arbitrary,unfair and other issues,and well reflects the level of departmental performance.

关 键 词：绩效工资 高校 部门绩效 相对绩效 数据包络分析 

分 类 号：C93[经济管理—管理学]