广东工业大学研究生学位论文

广东工业大学学位论文科技硕士（普通硕士）绩效管理的大学教师目录总结余摘要二内容三目录六第一章引言1.1背景11.2研究的意义11.2.1丰富了绩效管理研究领域1.2.2优化性能评价方法2高校教师1.2.3大学教师绩效管理提供了两个参考模型1.3文献回顾31.3.1国外相关研究31.3.2国内相关研究41.4主要研究内容和方法61.4.1主要研究内容61.4.2主要研究方法7第8章绩效管理综述相关理论2.1绩效管理的概念和过程82.1.1性能82.1.2绩效评估82.1.3绩效管理82.1.4考绩和绩效之间的关系管理92.1.5绩效管理过程92.2绩效管理办法112.2.1 360度评估方法（360Feedbacks）112.2.2对象管理法（MBO）在112.2.3关键业绩指标法（KPI）的122.2.4平衡记分卡法（BSC）的12第三章现状的绩效管理和问题的分析14中国的大学教师3.1现状中国的高校教师绩效管理143.1.1教师评价分类143.1.2量化指标普遍建立143.1.3年度评估和考察干部相结合153.2中国公司在绩效评估指标体系问题的高校教师153.2.1缺乏一个健全的15个理论基础3.2.2目标导向不明确163.2.3评价体系还不完善163.3中国的大学教师的工作表现在16个管理问题3.3.1绩效评估的重点，没有绩效管理163.3.2教师的参与，缺乏评估双方的不平等17第四章18高校教师绩效管理体系4.1系统，建立了基于思想和进程184.1.1系统的18个基点4.1.2系统的概念204.1.3系统的进程234.2性能的大学教师计划284.2.1分析28职位4.2.2绩效目标设定344.2.3绩效计划引进364.3绩效评价指标体系的高校教师大厦374.3.1指标体系的37个原则4.3.2测定38绩效评估指标4.3.3评价指标的41个重配置4.4实施高校教师绩效评价464.4.1测定考绩周期，464.4.2绩效评估方法，以确定474.5高校教师绩效反馈，有51个应用4.5.1教师绩效反馈514.5.2教师绩效的应用52第五章高校教师绩效管理系统评估及其启示535.1现有的教师评价制度和绩效管理制度，53个比较5.1.1从简单的评价，绩效管理，改变53从被动5.1.2在评估的积极参与53个变化从教学和研究的重点5.1.3考虑服务和道德的变动535.2绩效评估的评价和绩效管理制度54个指标体系5.2.1基本信息问卷545.2.2统计和分析调查问卷545.2.3调查结果具有广泛代表性的55个5.3建筑表现在启示录56过程管理系统5.3.1应充分相信教师565.3.2应注意考绩比56的其他内容5.3.3应该强调的是持续的，全面的沟通575.3.4业绩管理制度应不断调整57结论58参考文献59学位期间发表学术论文60原创性声明61谢谢62

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directoryShall I pickABSTRACT IIDirectory IIICONTENTS VIIntroduction to the first chapter 11.1 background1.2 research significance1.2.1 enriched performance management fieldGiven the college teachers optimize performance assessment methods1.2.3 provides reference for university teachers' performance management mode 2130 review 3Foreign related research status quo 1.3.11.3.2 domestic research situationThe main research contents and methods of 1.4The main research contents 1.4.1 61.4.2 research methodsChapter 8 of performance management theory overviewThe concept of performance management and 2.1 process8 2.1.1 performance2.1.2 performance evaluation2.1.3 performance management2.1.4 performance appraisal and performance managementPerformance management process and 2.1.5Performance management method and 2.2Assessment method for ammeters 360 degrees 360Feedbacks (11)2.2.2 administration (MBO) 11 goalsThe key performance index method (2.2.3 kpis) 122.2.4 BSC (BSC) 12The third chapter of our university teachers, analyzed the current situation and problems of performance managementOur college teachers 3.1 performance management situationFor teachers' evaluation and classification of 3.1.1Quantitative index system to establish authorizationsThe annual examination and appraisal end 3.1.3 combining 15Our college teachers 3.2 performance evaluation index system problems existed in 15The lack of a solid theoretical basis 3.2.1 153.2.2 goal orientation is not clearIncomplete 3.2.3 assessment systemOur university teachers' performance of 3.3 the existing problems in the management of 16Performance assessment, and no attention 3.3.1 performance managementLack of teachers' participation, appraisal 3.3.2 both inequality 17The fourth chapter of university teachers' performance management system of 184.1 system for process, ideas and 184.4.1 system for 184.1.2 system constructing thought 204.1.3 system construction process4.2 college teachers performance plan, 282 the job analysis4.2.2 performance targets4.2.3 performance planning 364.3 university teachers' performance evaluation indicator systemThe principle of this index system constructionThe performance evaluation index determined 4.3.2 384.3.3 assessment indexes weights allocation 41Performance evaluation implementing 4.4 college teachersThe performance evaluation period determined 4.4.1 464.4.2 performance evaluation methods of 474.5 college teachers' performance feedback and application of 514.5.1 performance feedback 51The application of 52 4.5.2 performanceThe fifth chapter of university teachers' performance management system of assessment and enlightenmentThe original teacher evaluation system and 5.1 comparison of performance management systemFrom the simple to the performance evaluation 5.1.1 transformation of managementFrom passive to active assessment 5.1.2 in transition5.1.3 from teaching and scientific research to emphasize both service and transformation of virtuePerformance evaluation index system and 5.2 evaluation of performance management systemThe basic situation 5.2.1 questionnaire5.2.2 of questionnaire analysis and statisticsSurvey results have extensive 5.2.3 representative 555.3 construct performance management system in the process of enlightenmentTeachers should fully believe 5.3.1 565.3.2 should attach importance to the outside of the performance evaluation of other links5.3.3 should emphasize continued, communication 575.3.4 should constantly adjust of performance management systemConclusion 5859 referencesThe degree of academic papers published during 60Original statement 61To thank 62 好了 你看看把！

由于在加工过程中有很多因素影响加工精度，所以同一种加工方法在不同的工作条件下所能达到的精度是不同的。任何一种加工方法，只要精心操作，细心调整，并选用合适的切削参数进行加工，都能使加工精度得到较大的提高，但这样会降低生产率，增加加工成本。加工误差δ与加工成本C成反比关系。某种加工方法的加工经济精度不应理解为某一个确定值，而应理解为一个范围，在这个范围内都可以说是经济的。

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