Question

万分紧急求助，请各位英语高手帮忙，翻译论文摘要，送全部积分答谢！谢谢！谢谢！

万分紧急紧急求助，请各位英语高手帮忙，翻译论文摘要，送全部积分答谢！谢谢！谢谢！
不要在线的机器翻译，很多都是错的。摘要现在补充发上来。万分感谢！

广东工业大学硕士学位论文
(高师硕士)

高校教师绩效管理研究

摘 要
当今时代，知识创新和高新技术迅速产业化特征明显，人才的竞争越发激烈。高校作为知识创新和人才的摇篮，高素质的师资队伍建设尤为重要。然而我国高校教师管理尚处于绩效考核阶段，还没有上升到真正意义上的绩效管理阶段，因此，科学合理的高校教师绩效管理体系的建立和完善，对优化高校教师管理、引导高等教育健康发展起着关键的作用。
本文主要以我国高校教师绩效管理中存在的问题为切入点，基于对高校教师绩效管理相关研究背景、研究意义以及国内外研究现状的分析，简述了绩效管理的概念、流程及方法；立足于国内高校，从实行教师分类考核、量化指标体系普遍建立和年度考核与聘期考核相结合等方面分析了教师绩效管理的现状；并分别总结出我国高校教师绩效考核指标体系和绩效管理中存在的问题，例如：指标体系缺乏坚实的理论依据，考核目标导向不明确，考核制度不健全，注重绩效考核，尚无绩效管理，缺少教师参与，考核双方不平等等。在详细阐述了高校教师职业特点、企业绩效管理与教师评价差异性的基础上，依据目标管理的思想从高校教师绩效计划，绩效考核指标体系构建，绩效考核实施、绩效反馈与应用等方面构建了高校教师绩效管理体系。相比于国内高校普遍实施的教师考核体系，本文所构建的高校教师绩效管理体系实现了从单纯考核到绩效管理的转变、从被动考核到主动参与的转变、从强调教学与科研到兼顾服务与师德的转变等三个转变。本文选择了广东省某省属高校A大学作为实证分析对象。通过具有广泛代表性的问卷调查得到如下结论：高校现阶段组织目标与教师个体工作联系不紧密，新的绩效考核指标体系得到大多数教师的认同，教师期望实现真正的教师绩效管理。
文章最后给出了构建高校教师绩效管理体系过程中的几个启示，一是应充分相信教师；二是应重视绩效考核以外的其他环节；三是应强调持续、全方位的沟通；四是应不断对绩效管理体系进行调整。

关键词： 高校教师；绩效管理； 绩效考核；指标体系

Answer 1

Abstract
The contemporary era, knowledge innovation and high-tech features of the rapid industrialization of obvious competition for talent heats up. Colleges and universities, as the cradle of knowledge innovation and talent, high-quality building of the contingent of teachers is particularly important. However, university teachers in China is still in the performance evaluation stage, has not risen to the true sense of the performance management phase, therefore, a scientific and rational system of university teachers in the establishment of performance management and improvement of optimizing management of university teachers and guide the healthy development of higher education since a key role.
In this paper, China's college teachers to problems in performance management as an entry point based on a university teacher performance management-related research background, research and the relevance of research situation analysis, outlines the performance management concepts, processes and methods; based on the domestic colleges and universities, from the implementation of teachers classified assessment, quantitative indicators and establishing the annual assessment and integrating cadre evaluation analyzed the status of performance management of teachers; and were summed up China's college teachers performance evaluation index system and performance management exist in questions such as: index system lacks a sound theoretical basis for goal-oriented assessment is not clear,
Appraisal system is not perfect, focusing on performance appraisal, there is no performance management, lack of teacher participation, assessment both inequality. In the detailed characteristics of the teaching profession in colleges and universities, corporate performance management and evaluation of teachers based on the difference, according to objective management thinking from the university teacher performance plans, performance evaluation index system construction, the implementation of performance appraisal, performance feedback and application in constructed College teacher performance management system. Compared to the universal implementation of the domestic colleges and universities
The teacher evaluation system, teachers in colleges and universities in this paper to build performance management system has changed from a simple appraisal to performance management, change from passive to active participation in assessing the changes from an emphasis on teaching and research to take into account changes in services and morality of three change. This choice of a provincial college in Guangdong Province as an empirical analysis of the object A University. By a broadly representative survey obtained the following conclusions: Colleges and Universities at this stage the individual organization's goals and teachers are not in close working relationship, a new performance evaluation index system for the majority of teachers agree that teachers expect the teachers to achieve true performance management.
Finally, the article to build university teachers in the process of performance management system, a few inspiration, one should fully believe that all teachers; Second, attention should be paid than the other elements of performance appraisal; 3 should be emphasized that a sustained, comprehensive communication; 4 should be continuously adjusted performance management system.
Key words: university teachers; performance management; performance evaluation; index system

Answer 2

Guangdong University of Technology Master's degree thesis
(Normal MS)

Performance Management of University Teachers

Abstract
The contemporary era, knowledge innovation and high-tech features of the rapid industrialization of obvious competition for talent heats up. Colleges and universities, as the cradle of knowledge innovation and talent, high-quality building of the contingent of teachers is particularly important. However, university teachers in China is still in the performance evaluation stage, has not risen to the true sense of the performance management phase, therefore, a scientific and rational system of university teachers in the establishment of performance management and improvement of optimizing management of university teachers and guide the healthy development of higher education since a key role.
In this paper, China's college teachers to problems in performance management as an entry point based on a university teacher performance management-related research background, research and the relevance of research situation analysis, outlines the performance management concepts, processes and methods; based on the domestic colleges and universities, from the implementation of teachers classified assessment, quantitative indicators and establishing the annual assessment and integrating cadre evaluation analyzed the status of performance management of teachers; and were summed up China's college teachers performance evaluation index system and performance management exist in questions such as: index system lacks a sound theoretical basis for goal-oriented assessment is not clear, examination system is not perfect, focusing on performance appraisal, there is no performance management, lack of teacher participation, assessment both inequality. In the detailed characteristics of the teaching profession in colleges and universities, corporate performance management and evaluation of teachers based on the difference, according to objective management thinking from the university teacher performance plans, performance evaluation index system construction, the implementation of performance appraisal, performance feedback and application in constructed College teacher performance management system. Compared to the universal implementation of the national university evaluation system for teachers, university teachers in this paper build performance management system has changed from a simple appraisal to performance management, change from passive to active participation in assessing the changes from an emphasis on teaching and research to balance service and Moral of three shift changes. This choice of a provincial college in Guangdong Province as an empirical analysis of the object A University. By a broadly representative survey obtained the following conclusions: Colleges and Universities at this stage the individual organization's goals and teachers are not in close working relationship, a new performance evaluation index system for the majority of teachers agree that teachers expect the teachers to achieve true performance management.
Finally, the article to build university teachers in the process of performance management system, a few inspiration, one should fully believe that all teachers; Second, attention should be paid than the other elements of performance appraisal; 3 should be emphasized that a sustained, comprehensive communication; 4

Answer 3

Guangdong industry learns the Master's degree thesis enthusiastically.
(Tall teacher Master)
The achievement effect manages the colleges and universities teacher studying.
Abstract.
In the nowadays times , knowledge innovation and put to use in production prompt high and new technology characteristic are obvious , the talented person competition is even more fierce. Colleges and universities is knowledge innovation and the talented person cradle , high-caliber ranks of teachers is especially important. Our country colleges and universities teacher administration still checks but a stage in achievement effect , does not rise managing a stage to achievement effect in its real meaning, rational science colleges and universities teacher achievement effect administrative system building-up and the health perfecting , managing , guiding higher education to optimizing the colleges and universities teacher are developing up the key effect therefore. Have problem is point of penetration; breakthrough point in the main body of a book being managed mainly with our country colleges and universities teacher achievement effect , study background , study significance and study the current situation analysis at home and abroad owing to that the achievement effect manages a relevance to colleges and universities teacher, have sketched the concept , technological process and method that the achievement effect manages; The teacher keeping a foothold in in the homeland colleges and universities , from the effectuation has classified and has examined , common quantization index system building-up and year aspect such as examining and engaging to examine phase to be tied in wedlock each other have analysed the current situation that the teacher achievement effect manages; And sum up out our country colleges and universities teacher achievement effect indicators for performance appraisal system and the achievement effect respectively managing middle have problem , for example: Index system is short of the solid theory basis , the effect checking target guiding indeterminacy , checking system faultily , attaching importance to achievement examines , still, the nothing achievement effect manages , the absence teacher participates in, check both sides unequal and so on. On having set forth the colleges and universities teacher occupation characteristic , the enterprise achievement effect detailedly managing the basis appraising a difference's with the teacher, the thought judging by management by objectives plans from colleges and universities teacher achievement effect, system structures , the achievement effect checks achievement effect indicators for performance appraisal to be put into effect, achievement effect aspect such as coupling back and applying has structured colleges and universities teacher achievement effect administrative system. The teacher being compared with each other being put into effect commonly in in the homeland colleges and universities has checked system , colleges and universities teacher achievement effect administrative system structured by the main body of a book has come true from exclusively, examining to the turn around that the achievement effect manages , examining to the turn around participating in on self's own initiative , arriving at from emphasizing teaching with scientific research from passivity give consideration to both service and teachers' professional ethic three changes turn around such as turn around. Some Guang Dong province provinces the main body of a book has been chosen are analysed a marriage partner as demonstration by colleges and universities A university. By having typical broad questionnaire investigation if drawing a conclusion: Colleges and universities the present stage organization target and the teacher individual job contact clearance leakage , new achievement effect indicators for performance appraisal system gets great majority teachers acception , the effect expecting to realize real teacher achievement manages a teacher. The article at last has given several in structuring colleges and universities teacher achievement effect administrative system process out an enlightenment, one being to should believe in a teacher sufficiently; Two is to should take seriously besides the achievement effect examines other link; Three are to should emphasize continue for , all-direction communicating with; Four are to should carry out adjustment on achievement effect administrative system unceasingly.

Answer 4

Guangdong University of Technology Master's degree thesis
(Normal MS)
Performance Management of University Teachers
Abstract
The contemporary era, knowledge innovation and high-tech features of the rapid industrialization of obvious competition for talent heats up. Colleges and universities, as the cradle of knowledge innovation and talent, high-quality building of the contingent of teachers is particularly important. However, university teachers in China is still in the performance evaluation stage, has not risen to the true sense of the performance management phase, therefore, a scientific and rational system of university teachers in the establishment of performance management and improvement of optimizing management of university teachers and guide the healthy development of higher education since a key role.
In this paper, China's college teachers to problems in performance management as an entry point based on a university teacher performance management-related research background, research and the relevance of research situation analysis, outlines the performance management concepts, processes and methods; based on the domestic colleges and universities, from the implementation of teachers classified assessment, quantitative indicators and establishing the annual assessment and integrating cadre evaluation analyzed the status of performance management of teachers; and were summed up China's college teachers performance evaluation index system and performance management exist in questions such as: index system lacks a sound theoretical basis for goal-oriented assessment is not clear,
Appraisal system is not perfect, focusing on performance appraisal, there is no performance management, lack of teacher participation, assessment both inequality. In the detailed characteristics of the teaching profession in colleges and universities, corporate performance management and evaluation of teachers based on the difference, according to objective management thinking from the university teacher performance plans, performance evaluation index system construction, the implementation of performance appraisal, performance feedback and application in constructed College teacher performance management system. Compared to the universal implementation of the domestic colleges and universities
The teacher evaluation system, teachers in colleges and universities in this paper to build performance management system has changed from a simple appraisal to performance management, change from passive to active participation in assessing the changes from an emphasis on teaching and research to take into account changes in services and morality of three change. This choice of a provincial college in Guangdong Province as an empirical analysis of the object A University. By a broadly representative survey obtained the following conclusions: Colleges and Universities at this stage the individual organization's goals and teachers are not in close working relationship, a new performance evaluation index system for the majority of teachers agree that teachers expect the teachers to achieve true performance management.
Finally, the article to build university teachers in the process of performance management system, a few inspiration, one should fully believe that all teachers; Second, attention should be paid than the other elements of performance appraisal; 3 should be emphasized that a sustained, comprehensive communication; 4 should be continuously adjusted performance management system.

Key words: university teachers; performance management; performance evaluation; index system