目标管理视域中的高校绩效考核:误识与澄明  

University Performance Appraisal from the Perspective of Target Management:Misconceptions and Clarity

作　　者：董泽芳[1] 张尧 Dong Zefang;Zhang Yao(School of Education,Central China Normal University,Wuhan,Hubei 430079,China;School of Science,The Chinese University of Hong Kong,Xinjie,Hong Kong Special Administrative Region 999077,China)

机构地区：[1]华中师范大学教育学院,湖北武汉430079 [2]香港中文大学理学院,中国香港特别行政区新界999077

出　　处：《湖北工程学院学报》2023年第4期45-51,共7页Journal of Hubei Engineering University

摘　　要：绩效考核作为高校目标管理的关键环节,是围绕“正确”价值取向而建立起来的目标管理活动,是改善现代大学治理的一种组织战略,是人力资源开发与管理的可操作性手段。绩效考核对于推动学校高质量发展、助力教师高质量发展、促进资源配置合理化和增强高校发展竞争力具有重要意义。由于目标管理的许多东西未被人们认识,导致人们以考核代替管理、以主管代替主体、以手段代替目的、以结果代替过程,使高校绩效考核的科学性、适用性受到批评指责。走出高校绩效考核的认识误区,需要形成正确的思想认识,构建科学的考核体系,选择公正的考核对象,采用合理的考核方式,建立有效的监控措施。Performance appraisal is a critical component of target management in higher education,designed around the value orientation of“correctness”.It represents an organizational strategy that aims to improve modern university governance and serves as an operational means of human resource development and management.To practice performance appraisals is of paramount significance for promoting high-quality development in universities,facilitating high-quality teacher development,promoting rational resource allocation,and enhancing the competitiveness of higher education institutions.However,limited understanding of many aspects with regards to target management has resulted in criticisms,including the tendency to substitute appraisal for management,to prioritize means over objectives,and to prioritize results over processes.As a result,the scientific and practical applicability of university performance appraisal has been questioned.To overcome the above misconceptions requires developing a correct conceptual understanding,establishing a scientific appraisal system,selecting fair assessment objects,adopting reasonable assessment methods and establishing effective monitoring measures.

关 键 词：高等学校 目标管理 绩效考核 认识误区 

分 类 号：G641[文化科学—高等教育学]