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绩效管理是高校人力资源管理的重要内容,是高校实施发展战略与实现办学目标的重要手段,对于提高高校的办学效益、提高教职员工的工作效率和质量、促进教职员工职业发展、完善高校内部管理体系具有不可替代的作用。2008年开始实施的《劳动合同法》虽然没有直接对绩效管理做出规定,但由于绩效主要是发生在劳动合同期内,涉及劳动合同履行、变更、解除各个方面,而《劳动合同法》十分强调书面劳动合同在劳动合同履行中的作用,要求当事人严格按照劳动合同书面约定履行各自权利义务,即使不得不变更劳动合同,也要求通过书面方式进行。《劳动合同法》这种追求稳定、限制变更的书面化管理模
Performance management is an important part of human resources management in colleges and universities, an important means for colleges and universities to implement the development strategy and achieve the goal of running a school. It is of great significance to improve the efficiency of running a school, improve the efficiency and quality of teaching staff, promote the career development of teachers and staff, improve the internal management of colleges and universities System has an irreplaceable role. Although the Labor Contract Law, which came into force in 2008, did not directly regulate performance management, its performance mainly occurred in the period of the labor contract, which involved the performance, change and dissolution of the labor contract. The Labor Contract Law Emphasizes the role of written labor contracts in the performance of labor contracts and requires the parties to perform their respective rights and obligations in strict accordance with the written agreement of the labor contract. Even if the labor contract has to be changed, the written contractual arrangements are also required. “Labor Contract Law” is a written management model that pursues stability and limits change