基于目标与关键成果法（OKR）的民办高校绩效管理优化研究——以ZL学院为例.pdf

摘 要 改革开放40 年以来，我国民办高校虽然取得了很大的发展，但是很多民办高校 目前还存在一些问题，例如：师资队伍不稳定、综合管理水平较低以及激励措施不完 善等问题。上述问题严重影响了民办高校的发展。在目前的国内形势和政策鼓励下， 如果民办高校想进一步发展壮大，就必须建立一支管理结构合理、教学工作精良、激 励措施有效的管理团队和管理体系，同时，民办高校还应该对员工进行科学有效的绩 效管理。因为只有实行科学有效的绩效管理，才能充分激发团队和员工的积极性和主 动性，从而提高工作效率和教学质量，促进民办高校的持续发展。目前，我国民办高 校员工绩效评价体系存在评价方向和目标不太明确、评价指标设计不太合理、评价主 体随意较强等问题。 针对以上情形，本文在阐述绩效管理相关理论的基础上，结合国内外的民办高校 及调查问卷等资料，全面分析了我国民办高校绩效管理的现状及存在的一些问题。本 文以高校绩效管理理论和绩效管理原则为指导，依据民办高校员工的不同职责，设计 了基于目标与关键成果法 （ObjectivesandKey Results，OKR）的绩效管理体系。绩效 OKR 管理系统基于目标与关键成果法 （ ），它注重目标和关键成果，给予员工制定指 标的权利，强调成果和行动计划的协调，通过愿景和文化管理团队绩效，激励团队成 员不断挑战自我。 OKR 关键词：民办高校 绩效管理优化 目标与关键成果法 （ ） I ABSTRACT 40 years of the reform and opening up, our Chinese private higher colleges have made great progress. However, many private colleges still have problems such as low management level and unstable teachers. These problems have seriously hindered the improvement of the teaching level of private universities. To establish a team of teachers with exquisite work, reasonable structure, and stable progress, private colleges and universities must conduct scientific and effective performance appraisal of teachers in their campus.Only by conducting effectiveperformance appraisal can we inspirethe enthusiasm of the faculty and staff to improve work efficiency, improve teaching quality, and promote the continuous development of private universities.At present, the performance appraisal system of teachers in our private universities has problems such as unclear assessment objectivesandorientation,unreasonableindex design,andrandom evaluation subjects. In view of the above situation, based on the theory of performance appraisal, this paper analyzes the status quo and existing problems of