对高校教师的绩效进行客观公正的考核是高校人力资源开发与管理的一项重要内容，对促进学校发展有着重要的意义。本文对当前三本民办高校以武昌工学院为例，在教师绩效考核中引入目标管理法，探讨了实施目标管理后学校绩效考核的现状，并详细分析了存在考核指标缺乏科学性、考核标准重量轻质、考核内容缺乏灵活性、忽视考核结果的运用这几个问题。%The objective and impartial evaluation of university teachers' performance is an important part of university human resources development and management, and has important significance to promote school development. Taking the Wuhan Institute of Technology who has introduced MBO to performance appraisal of teachers for example, this paper discusses the status of performance appraisal after the implementation of the objectives management, and makes a detailed analysis of the existing problems, such as, lack of scientific assessment indicators, stressing quantity and neglecting quality in assessment criteria, inflexible assessment content, ignoring the use of assessment results, and so on.
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