發(fā)布時間：2018-07-24 16:03

【摘要】：教育問題關(guān)系著人才的培養(yǎng)和社會建設(shè),受到國家的重視。伴隨著我國教育事業(yè)的進(jìn)步,高等教育作為教育體系不可或缺的組成部分,對整個教育事業(yè)的作用不容忽視。高等教育的形式日益多樣化,其中高職教育近年地位和作用逐漸明顯。高職教育培養(yǎng)的人才,具有較強(qiáng)的操作技能,屬于社會需要的應(yīng)用型人才。要想培養(yǎng)更多高素質(zhì)人才,僅僅依靠校內(nèi)教師的力量是遠(yuǎn)遠(yuǎn)不夠的,而且隨著學(xué)生人數(shù)的增加,教師資源日益緊張,兩者之間的矛盾突出。于是為了緩解這一矛盾,高職院校開始外聘教師,成為師資力量的重要補(bǔ)充。近年來,外聘教師隊伍成了一股強(qiáng)大的中流砒柱,發(fā)揮了不可替代的作用。但目前由于多種原因,部分高職院校仍存在外聘教師流動性大、管理困難、增長緩慢等現(xiàn)象,究其原因在于學(xué)校對該部分人力資源管理的不完善。作為人力資源管理核心的績效管理,對外聘教師隊伍的穩(wěn)定性和積極性有著重要的作用。因此,如何解決各院校外聘教師績效管理中存在的問題,構(gòu)建規(guī)范化、科學(xué)化的外聘教師績效管理體系,已成為我國高等教育尤其是職業(yè)院校迫切需要解決的問題。本文以巴音郭楞職業(yè)技術(shù)院校外聘教師績效管理為研究內(nèi)容,以績效管理相關(guān)理論為基礎(chǔ),通過采用調(diào)查問卷、人員訪談等方式,并對獲得的數(shù)據(jù)進(jìn)行統(tǒng)計分析,了解巴音郭楞職業(yè)技術(shù)學(xué)院外聘教師績效管理滿意程度,并發(fā)現(xiàn)其中存在的問題。針對這些問題,對巴音郭楞職業(yè)技術(shù)學(xué)院外聘教訓(xùn)績效管理系統(tǒng),從績效計劃、績效實施、績效考核和績效反饋四方面進(jìn)行優(yōu)化設(shè)計。在制定績效計劃的基礎(chǔ)上,通過績效實施與外聘教師進(jìn)行溝通采用關(guān)鍵指標(biāo)法(KPI),從三個層面構(gòu)建了外聘教師的業(yè)績指標(biāo)體系;最后從加強(qiáng)學(xué)校績效管理重視程度、完善外聘教師績效管理制度、明確績效管理目標(biāo)和加強(qiáng)溝通、合理運(yùn)用績效考核結(jié)果等四個方面提出績效管理實施的保障措施。
[Abstract]:Education is related to the cultivation of talents and social construction, and has been attached importance to by the state. With the progress of education in China, higher education, as an indispensable part of the educational system, can not be ignored. The form of higher education is becoming more and more diversified, among which the status and function of higher vocational education are gradually obvious in recent years. The talents trained in higher vocational education have strong operational skills and belong to the social needs of applied talents. In order to cultivate more high-quality talents, it is far from enough to rely on the strength of teachers in the school, and with the increase of the number of students, the teachers' resources are increasingly tight, and the contradiction between the two is prominent. Therefore, in order to alleviate this contradiction, vocational colleges began to recruit teachers and become an important supplement to teachers' strength. In recent years, the team of external teachers has become a strong medium-flow arsenical column, played an irreplaceable role. However, due to various reasons, some higher vocational colleges still have some phenomena, such as high mobility of external teachers, difficult management, slow growth and so on. The reason lies in the imperfect management of human resources. As the core of human resource management, performance management plays an important role in the stability and enthusiasm of external teachers. Therefore, how to solve the problems existing in the performance management of external teachers in colleges and universities, and how to construct a standardized and scientific performance management system of external teachers has become an urgent problem for our higher education, especially vocational colleges. This paper takes the performance management of external teachers in Baryinguleng Vocational and Technical College as the research content, based on the theory of performance management, through the use of questionnaires, personnel interviews and other methods, and carries on statistical analysis to the obtained data. To understand the performance management satisfaction of external teachers in Bayingruoleng Vocational and Technical College, and find out the existing problems. Aiming at these problems, the paper optimizes the performance management system of Baryinguleng Vocational and Technical College from four aspects: performance plan, performance implementation, performance appraisal and performance feedback. On the basis of making performance plan, the paper constructs the performance index system of external teachers from three levels through performance implementation and communication with external teachers by using key index method (KPI),). Finally, it emphasizes on strengthening school performance management. To perfect the performance management system of external teachers, to clarify the objectives of performance management, to strengthen communication, and to make use of the results of performance appraisal to ensure the implementation of performance management.
【學(xué)位授予單位】：石河子大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：G717.2

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