Performance Evaluation Method of Discipline Construction Members in Colleges and Universities from the Perspective of Value Management

Hong FANG

College of Basic Sciences, Tianjin Agricultural University, Tianjin 300384, China

Abstract The theory of enterprise value management was applied to the performance evaluation of the discipline construction members in colleges and universities, and a value evaluation model of performance was established. Then, using the analytic hierarchy process (AHP) and quantitative research method, it evaluated the cost of the discipline construction members and the functions realized. Finally, it determined the performance value level and came up with the value optimization recommendations.

Key words Discipline construction, Value management, Analytic hierarchy process (AHP), Performance evaluation

1 Introduction

Discipline is an important carrier for personnel training and scientific research in colleges and universities, an important support for teaching, scientific research and serving society, and also an important standard for measuring the level of a college or university. In the discipline construction, the members of the discipline construction play a key role, and the level of their work is directly related to the efficiency of the discipline construction. In this paper, I applied the theory of enterprise value management to the performance evaluation of discipline construction members in colleges and universities, and established a performance evaluation model for discipline construction members. Then, using the analytic hierarchy process (AHP) and quantitative research method, I evaluated the cost of the discipline construction members and the functions realized. Finally, I determined the performance value level and came up with the value optimization recommendations.

2 Method selection for performance evaluation of discipline construction members in colleges and universities

Performance evaluation is a process of judging the value of behavioral tendencies and achievements consistent with development goals and value pursuits through systematic collection of data according to certain standards. There are following common evaluation methods.

2.1 Indicator weighting method[1]It includes subjective weight-ing approach, objective weighting approach and combined weighting approach. The subjective weighting approach includes analytic hierarchy process (AHP), expert survey method, fuzzy analysis method,etc.; the objective weighting approach includes factor analysis method, principal component analysis (PCA) method, entropy value method, deviation maximization method, least square method,etc.; the combined weighting approach combines the weights of the indicators obtained by the subjective and objective weighting approaches to obtain the final weights through combination integration. It can not only reflect the objective importance of the indicators, but also reflect the decision-makers’ subjective intentions, so it can be better avoided the limitations of the single weight assignment method.

2.2 Data envelopment analysis (DEA) method[2]It is a quantitative research method, a method of relative efficiency analysis of decision-making units with multiple inputs and multiple outputs using mathematical programming models. Since it is not necessary to determine the weight values of the input and output indicators in advance, this method is widely applied in the performance evaluation of multi-input and multi-output systems.

3 Application of value theory in the performance evaluation of the discipline construction members in colleges and universities

3.1 Basic principle of value managementValue management refers to a comprehensive management model based on value evaluation with the purpose of value growth. It is intended to realize the maximum value benefit through analysis of functions and costs[3].

whereVdenotes the performance value of discipline construction members,Frepresents the performance function of discipline construction members, andCrefers to the performance cost of discipline construction members.

From the above formula, it can be seen that the performance value of the discipline construction members is directly proportional to the performance function and inversely proportional to the performance cost. It is hoped to achieve an organic combination of function improvement and cost reduction through value management activities. Effective approaches to improve performance value: improving performance functions and reducing performance costs; not changing the performance function, but reducing the performance costs; improving the performance functions without changing the performance costs; improving the performance function and increasing the performance costs at the same time, with the function improvement greater than cost increase; reducing the performance functions and performance costs at the same time, with the cost reduction greater than the function reduction. Therefore, establishing a scientific evaluation method to maximize the value of members’ performance is favorable for improving the level of discipline construction and the core competitiveness of the discipline.

3.2 Functional analysis of the performance of discipline construction members in colleges and universities

3.2.1Establishment of an indicator system for performance evaluation of discipline construction members. The establishment of the performance evaluation indicator system is a dynamic process. With reference to the evaluation methods of some universities’ annual performance, the requirements for the evaluation of professional titles, the evaluation requirements for the leaders of the discipline construction, and the opinions of consulting experts, I determined the first-level indicators in combination with the literature. There are three first-level indicators: education and teaching work (A1), scientific research work (A2), social service work (A3)[4].

(i) Education and teaching work (A1). Education and teaching work includes the following second-level indicators: teaching workload (B1), teaching effect (B2), teaching achievement award (B3), teaching reform project (B4), teaching research paper (B5), planning textbook preparation (B6), lecture competition award (B7), guiding student to win in discipline competition (B8), guiding students to publish papers (B9), number of high quality courses (B10), guiding student project (B11), and guiding young teachers (B12). (ii) Scientific research work (A2). Scientific research work includes the following second-level indicators: scientific research project (B13), research project funding (B14), academic paper (B15), scientific research achievement award (B16), academic work (B17), patent and software copyright (B18), and achievement transfer (B19). (iii) Social service work (A3). Social service work includes the following second-level indicators: science and technology correspondent (B20), and technical service (B21).

3.2.2Determination of the weight of the performance evaluation indicators of the discipline construction members. Indicator weight can be defined by subjective and objective weighting methods. In this paper, I combined these two methods and used the analytic hierarchy process to give the weights of indicators at all levels on the basis of expert scoring.

3.3 Calculation of performance function value of discipline construction membersFirstly, it is necessary to collect the indicator function data of each member, and introduce the method of functional achievement points to dimensionlessly process the function data, and normalize the data of each sample point. Then, add the data of the sample points below each second-level indicator and multiply them by the weight of each member to obtain the performance function value of each member. Finally, calculate the function coefficient using the formula: Performance function value of member/Performance function value of all members).

3.4 Cost analysis of the performance of discipline construction members in colleges and universitiesThe cost of discipline construction includes the investment of human, material and financial resources. It mainly refers to the expenses for team construction. It includes expenses for academic exchanges, short-term training, lectures,etc. for members, and teaching and research expenses. It also includes expenses for teaching and scientific research project funding, monographs, and teaching materials publishing, fees for the construction of subject platforms, financial allocations per capita, fixed assets per capita. Taking these indicators as evaluation factors, convert them into cost grade points and add together, as the performance cost value of the discipline construction members, and calculate the cost coefficient using the formula: Performance cost value of member/Performance cost value of all members.

4 Value analysis of the performance of discipline construction members in colleges and universities

On the basis of determining the function coefficient and cost coefficient of the sample members, I calculated the value coefficient of the performance of the sample members according to the calculation formula of the value coefficient. The ideal state of the value coefficient isV=1, which is difficult to realize in practice. WhenV>1, it indicates that the member’s performance function is greater than the cost input. If high function and low cost exist for a long term, it may cause the performance function to decline. WhenV<1, it indicates that the member’s performance function is less than the cost input, and there is a waste of resources. The most important factor that determines the performance value level of discipline construction members is the matching relationship between their costs and functions[5]. There is no complete corresponding relationship between the member’s performance value level and the input cost. It is not that the higher the input cost, the better the performance level. In the actual work, it is necessary to propose pertinent value optimization paths to ensure that the discipline construction members to improve the discipline construction efficiency in accordance with the different performance value status of the members, combined with the five methods of increasing the values.