| Along with the scale expansion of our colleges and universities and up-speeding social competition, more people are recognizing the strategic importance of talents. Being academic cultivate bases for talents, the quality of higher education in colleges and universities gives direct influence to the quality of talents, as well as to the development of their own. College and university teachers are the main body of higher education and are the priority resource for development. Thus we have to step on the current situation of our higher education, so as to strengthen the human resource management and development of college and university teachers, improve the teachers' quality and enhance higher educational quality within China. At present, performance evaluation is one of the important elements of human resource management in colleges and universities. Scientifically and properly establishing a performance evaluation system of college and university teachers plays a key role to deepen the reform of human resource and to improve higher educational management. Although performance evaluation is an effective method for modern management, there are still difficulties and defects in the performance evaluation of college and university teachers. Based on relating theories, this essay focuses on current situation of performance evaluation of college and university teachers and analyses its features, imperfectness and existing problems in evaluation process. At the same time, it introduces Balance Score Card (BSC) of strategic management, which is widely used in modern enterprises, into performance evaluation of colleges and universities. It suggests establishing a scientific and perfect system of performance evaluation and index on the bases of duty and strategic targets of colleges and universities, in accordance with the professional features of the teachers'work such as long-term-ship, complexity, freely working style, independence and postponed-to-show effects. |
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