Rough理论在辅导员绩效考核中的应用研究  

Research on the Application of Rough Theory in the Performance Appraisal of Counselors

作　　者：董洋[1] 许寅华[2] 杨娜[3] 李晴[4] 

机构地区：[1]昆明理工大学党委办公室,昆明650000 [2]昆明理工大学理学院,昆明650000 [3]昆明理工大学统战部,昆明650000 [4]昆明理工大学管理与经济学院,昆明650000

出　　处：《价值工程》2017年第5期38-40,共3页Value Engineering

摘　　要：针对辅导员这一群体,目前我国很多高校都采取的是定量和定性相结合的绩效考核方式,但几乎都是人为选定的考核指标,由此导致最终确定指标以及各指标权重等方面存在很大主观性,不仅无法真正发挥出辅导员绩效考核的作用和意义,还会挫伤其工作的积极性。本文介绍Rough理论,并构造了辅导员绩效考核的粗糙集评判模型,力求更准确更全面反映辅导员工作特点,有利于辅导员发现自身工作过程中有待改善的环节,并加以改进,以提高工作绩效。For the counselors group, at present, many colleges and universities in China take the performance appraisal method of the combination of quantitative and qualitative. But almost all of the assessment indicators are selected by people. So, the great subjectivity is in the final determination of indicators and weight of other indexes, which can not really play the role and significance of counselors＇ performance assessment, but also dampen the enthusiasm of their work. This paper introduces Rough theory and constructs a rough set evaluation model for counselor performance evaluation to more accurately reflect the characteristics of counselors, which can help counselors to find the links should be improved in their work process and improve work performance.

关 键 词：辅导员 绩效考核 应用 

分 类 号：G641[文化科学—高等教育学]