【作者】 徐娜；

【导师】 刘志民；

【作者基本信息】 上海体育学院 ， 体育教育训练学， 2011， 博士

【摘要】 为将绩效管理系统的方法和思想有效地运用到基层教练员人力资源管理中来，构建较为科学有效的基层教练员工作绩效评估体系，本研究在绩效管理理论的指导下，综合运用理论研究与实证分析相结合的方法，在对国内外104篇学术文献和学术专著的分析、理论筛选后，又对上海市17位教练员管理理论和实务领域的专家进行了两个轮次的咨询，对基层教练员工作绩效评估体系进行了全面、系统的探讨。在此基础上，从浦东二少体和虹口区少体校随机抽取了18名教练员，分别采用不同的评价方法和不同的评价模型进行了基层教练员工作绩效评估指标体系的实证分析，验证了本研究所构建的基层教练员工作绩效评估指标体系的科学性和可行性。其后，为增强本研究结果的实用性，设计实现了基层教练员工作绩效评估管理系统，并在虹口区少体校进行了试用。主要研究结论如下：第一，基层教练员的绩效管理是基层体育组织管理者为了实现组织目标——培育优质的竞技体育后备人才，对教练员各方面工作进行管理的过程。它主要通过管理者与教练员之间的沟通与互助，在绩效管理流程(绩效计划、绩效辅导、绩效评价、绩效反馈、绩效应用)的过程中，使教练员工作绩效和个人能力等方面得到提高，最终实现组织目标。第二，当前国内外学者在对教练员工作评估的研究表明，绩效管理逐渐为各级体育组织的管理者所重视，绩效管理的内容越来越全面，形式越来越多样，评价指标以量化数据指标为主，评价的结果与薪酬结合紧密；存在的问题主要有管理者将绩效评估与绩效管理概念等同，绩效评估方式单一，指标设置不合理，缺乏现有理论的应用，绩效评价指标与少体校的发展目标不统一。第三，基层教练员的工作分析结果表明，教练员的工作范围却远远超出了训练和比赛这两部分，其在工作上付出的职业劳动不仅仅体现在运动训练和运动竞赛中。第四，基层教练员的绩效计划中包括运动队招生、运动员输送、比赛成绩等关键指标；按时完成学校的各项工作、遵守学校的规章制度等工作目标；创新能力和学习能力等能力发展计划。第五，基层教练员的工作绩效评估指标体系包括4个一级指标（任务绩效、职业素养、学习绩效和创新绩效）；13个二级指标（运动队招生、训练计划实施、运动队管理、比赛实施、工作成效、基本素养、专业素养、人格特质、知识面深度、知识面宽度、学习交流意识、创新意识和创新成果）和37个三级指标（带训人数、队伍衔接、训练课组织、训练任务完成情况、训练信息反馈和计划调整、训练事故、运动员的文化学习、运动员违规违纪行为、赛前组织、临场指挥、比赛作风、赛后总结、比赛成绩、运动员输送、输送跟踪、二级运动员达标情况、各种表彰和奖励、训练设计能力、指导能力、团队协作能力、影响力、敬业精神、职业价值观、诚信素质、自信力、了解掌握本项目的发展现状与趋势、善于运用科研数据、在社会组织担任专家、帮助其他项目、积极参加各类培训、主动自修学习、开设公开课、运用现代化手段获取信息、鼓励有创新性的运动员、学术论文、课题参与和学术活动）。第六，从指标权重的分配来看，任务绩效指标是基层教练员工作绩效的最为重要指标，它对教练员工作绩效的影响相对其它指标来时要大得多第七，通过在浦东二少体和虹口少体校进行的工作绩效评估指标体系的验证，结果表明，本研究所构建工作绩效评估指标体系相比于现行方案，更加科学合理，符合竞技体育现代化发展的要求，为基层教练员指明了努力方向，充分体现绩效评估的导向作用。第八，采用struts、JSP技术、Hibernate技术，设计并实现了包含有个人信息管理、教练员管理、运动员管理、绩效实施、绩效评估、功能模块、系统管理等七个功能模块的基层教练员辅助管理系统。更多还原

【Abstract】 Based on the instruction of the performance management theory,this research is by means of document-data method, Delphi technique,and analytic hierarchy process (AHP). The performance managementsystem is used into the basic coach human resource management, andan effective basic coach performance management system is built. Thisresearch is based on the study of more than104papers and monographs,and also on a consultation of17specialists in the coach managementresearch area Based on these, a demonstration analysis using differentevaluating methods and modulations is made to the basic coachperformance evaluation KPI system. Examples from18coaches，thesystem’s scientificalness and feasibility are validated. Afterward, thecoach performance management system is designed and carried out,and this system has been adopted in Hongkou District.The main conclusions are as blow:Firstly, to realize the goal of the administrators and to train the highquality competitive sports talents, the coach performance managementis then set up. It works through the procedure of the performancemanagement flow (performance plan, performance tutorship,performance evaluation, performance feedback, performanceapplication), which makes the improvement of the coach’s performanceand the personal ability.Secondly, the research of coach performance evaluation shows thatthe administrators now appreciate the performance management. Thecontents are more and more comprehensive and the modalities are moreand more multiple. The evaluation index gives the priority to thequantized data, and the evaluation results combine with the emolumentclosely. The problems exist as: the misunderstanding of the performanceevaluation and the performance management, the singular performanceevaluation method, the unreasonable index, the absent applications ofthe theories, the ignored efficient of the performance feedback, and thedifference between the performance evaluation index and the target ofthe schools。Thirdly，the analysis results of the coaches performance indicatethat their duties cover more than the training and competing, and theirefforts are represented not only in the training and competing.Fourthly, the performance plan KPIs should include the teamrecruiting, the athletes transmission, the achievements of thecompetition, the accomplishment of the school’s plan and the workingtargets on time, the innovation abilities and the learning abilities.Fifthly, the performance evaluation system includes4first-degreeindexes (the task performance, the professional quality, the learningperformance and the innovation performance),13second-degree indexes (the team recruiting, the accomplishment of the training plans,the team management, the accomplishment of the competitions, theworking performance, the basic qualities, the professional qualities, thepersonalities, the knowledge depth, the knowledge wideness, the senseof the communications, the sense of the innovation and the innovationresults) and37third-degree indexes (the numbers of the team member,the organization of the trainings, the accomplishment of the trainingtasks, the training information feedback, the adjustment of training plans,the accidents of the training, the athletes’ cultural subjects studying, theviolation activities, the organization of the preparations, the directionduring the competition, the working-style of the competition, thesummary of the competition, the achievement of the competition, theathletes transmission, the follow up of the transmission, the2ndclassathletes passing rate, the honors and the rewards, the training layoutability, the direction ability, the team collaboration ability, the influence,the professional dedication, the professional values, the honesty and theintegrity, the self-confidence, the mastery of the project trends, theapplication of the data, being a specialist in the other area, theassistance for others, participating in the trainings, self-learning,establishing open-classes, in formalization, encouraging the innovativeathlete, the academic thesis, the project participation, and the academicactivities).Sixthly, the task performance index should be the most importantindex of the coach’s working performance. It affects the workingperformance more than other indexes.Seventhly, this performance evaluation system has been tested inschools and the results indicate that this system is more efficient andmore reasonable than the current scenarios. This system inosculates themodern sports, providing the coaches the direction of the development.Thus, this system could be an excellent indicator.Eighthly, this system uses the Struts, JSP and Hibernate technologywhich contains7modules: personal information management, coachmanagement, athlete management, performance implementation,performance evaluation, functions, and system management.更多还原