基于OKR的高校教师绩效管理模型及实施路径研究

探究高校人力资源管理自然离不开绩效管理的命题,从高校人力资源分布与结构状况分析,教师的主体地位和作用不容置疑,高校绩效管理的核心就是教师绩效管理。高校教师绩效具有隐蔽性、异质性、滞后性的特点。高校教师绩效管理工作存在战略协同度不高、发展性功能弱化、绩效管理关键决策偏离人本选择等现实问题。应用OKR研究高校教师绩效管理工作,构建基于OKR的"思想、教学、研究、服务"四位一体绩效管理模型,按照时间轴和实施路径的要求设置目标并将目标关键成果落地执行,在分类管理与科学衡量的基础上有效地开展PDCA过程管理,能够有针对性地解决高校教师绩效管理所面临的现实问题。广东D高校运用OKR绩效管理模型开展教师绩效管理工作,经过三年的PDCA循环实践验证了OKR绩效管理模型的有效性。

Performance Management Model and Its Implementation Path of University Teachers Based on OKR

The study of human resource management in universities is inseparable from that of performance management. There is no doubt about the main position and role of teachers in the light of the analysis of the distribution and structure of human resources in colleges and universities. The core of performance management in colleges and universities is about teachers. The performance of university teachers has the features of concealment, heterogeneity and hysteresis. There are some practical problems in the performance management of teachers in colleges and universities, such as the low degree of strategic coordination, the weakening of developmental function, and the deviation of the key decision-making of performance management from the humanistic choice. The problems can be solved by applying OKR to study the performance management of university teachers, constructing a four-in-one performance management model of "thought, teaching, research and service" based on OKR, setting objectives and implementing the key achievements according to the time axis and implementation path, and effectively carrying out PDCA process management on the basis of classification management and scientific measurement. University D in Guangdong uses OKR performance management model to carry out teachers’ performance management and the effectiveness of the model has been verified after three years of PDCA circular practice.