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The Application Of Subjective And Objective Comprehensive Scorecard On The Performance Management Of University Teacher

Posted on:2011-06-30Degree:MasterType:Thesis
Country:ChinaCandidate:J J LuoFull Text:PDF
GTID:2167360308955185Subject:Accounting
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At the beginning of the twenty-first century, China entered the World Trade Organization, has been eight years. Joined the WTO is a double-edged sword, not only provided new opportunities for our country development, but also brings challenge. Response WTO brings challenge, the most important is the knowledge, talent, and the cultivation mainly depends on the university.On the other hand, universities themselves are also facing the survival, development threats in this wave. Graduate School of Tsinghua University, Professor Chen Haoming, had been said, so far, China's research universities can be said remains at the reference level in a large extent. China is not have universities like Harvard, MIT, Cambridge, university of Tokyo and other world-class universities. Meanwhile, as college enrollment, the number of college graduates in China each year annual increases, is expected to more than six million. In the background of the global financial crisis, the quality of the work force, competitiveness needs to improve. Achieve the University's strategic objectives, and improve the quality of personnel training, is depends on our teachers. But there is a lack of clear strategic objectives, indicators guidelines set by the nature of difference, lack of adequate incentives individual performance and the strategic objectives of the whole school be coupling and son on in our performance evaluation system for university teachers.Balanced Scorecard, from setting strategic objectives, through effective, all aspects of communication, from the four levels and a series of indicators with a causal link, had organization's individual performance linked to the strategic objectives of the organization; enhance the performance appraisal to performance management. In further studies, we identified another important performance evaluation system-subjective performance evaluate. Then, we try to have objective performance evaluation (mainly BSC) and subjective performance evaluation combined to construct a truly'comprehensive scorecard'model, including four-level, five dimensions. The subjective performance evaluation rose to the height of the fifth dimension, proposed performance evaluation should be the main objective, subjective performance evaluation of secondary thought. By targeting A university case study the actual situation trying to solve the Teacher Performance Assessment in a series of problems, ultimately contribute to achieving the strategic goal of universities, reform personnel training mode, innovation management mode, enhancing university competitiveness, improving human resources training quality, implement technology and education strategies and improve China's overall national strength and international competitiveness.
Keywords/Search Tags:University Teachers, Performance Management System, Subjective Performance Measure, Balanced Scorecard
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