董洋++許寅華++楊娜++李晴
摘要: 針對(duì)輔導(dǎo)員這一群體,目前我國(guó)很多高校都采取的是定量和定性相結(jié)合的績(jī)效考核方式,但幾乎都是人為選定的考核指標(biāo),由此導(dǎo)致最終確定指標(biāo)以及各指標(biāo)權(quán)重等方面存在很大主觀性,不僅無(wú)法真正發(fā)揮出輔導(dǎo)員績(jī)效考核的作用和意義,還會(huì)挫傷其工作的積極性。本文介紹Rough理論,并構(gòu)造了輔導(dǎo)員績(jī)效考核的粗糙集評(píng)判模型,力求更準(zhǔn)確更全面反映輔導(dǎo)員工作特點(diǎn),有利于輔導(dǎo)員發(fā)現(xiàn)自身工作過(guò)程中有待改善的環(huán)節(jié),并加以改進(jìn),以提高工作績(jī)效。
Abstract: For the counselors group, at present, many colleges and universities in China take the performance appraisal method of the combination of quantitative and qualitative. But almost all of the assessment indicators are selected by people. So, the great subjectivity is in the final determination of indicators and weight of other indexes, which can not really play the role and significance of counselors' performance assessment, but also dampen the enthusiasm of their work. This paper introduces Rough theory and constructs a rough set evaluation model for counselor performance evaluation to more accurately reflect the characteristics of counselors, which can help counselors to find the links should be improved in their work process and improve work performance.
關(guān)鍵詞: 輔導(dǎo)員;績(jī)效考核;應(yīng)用
Key words: instructor;performance appraisal;application
中圖分類號(hào):G641 文獻(xiàn)標(biāo)識(shí)碼:A 文章編號(hào):1006-4311(2017)05-0038-03
0 引言
輔導(dǎo)員績(jī)效考核,是對(duì)輔導(dǎo)員在一定時(shí)期內(nèi)對(duì)學(xué)生的教育和管理做出評(píng)價(jià)的過(guò)程,是對(duì)輔導(dǎo)員在工作中的成績(jī)與不足系統(tǒng)的描述,以往有諸如聚類分析、數(shù)據(jù)包絡(luò)分析、灰色關(guān)聯(lián)度評(píng)價(jià)、模糊綜合評(píng)價(jià)等方法,但上述方法在權(quán)重確定方面均有一定的局限性。本文采用粗糙集方法構(gòu)建輔導(dǎo)員績(jī)效考核模型,將權(quán)重系數(shù)的確定轉(zhuǎn)化為粗糙集中屬性重要性的計(jì)算,有效地克服了現(xiàn)有評(píng)價(jià)模型中的權(quán)重系數(shù)確定的主觀性,并對(duì)16位輔導(dǎo)員的工作進(jìn)行績(jī)效考核,得到了較理想的考核效果,驗(yàn)證了模型的有效性。