【摘要】：目前，中國(guó)的教育培訓(xùn)業(yè)正進(jìn)入高速發(fā)展時(shí)期，各類培訓(xùn)輔導(dǎo)機(jī)構(gòu)之間競(jìng)爭(zhēng)范圍迅速擴(kuò)大。如何有效改善員工工作績(jī)效，提高員工素質(zhì)與能力，已成為培訓(xùn)機(jī)構(gòu)開(kāi)發(fā)與管理的核心。所以，建立合理有效的績(jī)效考核體系已成為培訓(xùn)機(jī)構(gòu)發(fā)展的必然選擇。 在當(dāng)今提倡終身教育的時(shí)代主題和構(gòu)建學(xué)習(xí)型社會(huì)中，伴隨著“學(xué)習(xí)終身化時(shí)代”的來(lái)臨，受就業(yè)人數(shù)增多、日益激烈的就業(yè)競(jìng)爭(zhēng)局面，各種培訓(xùn)機(jī)構(gòu)如雨后春筍般飛速裂變發(fā)展�？紤]到K學(xué)院為差額事業(yè)單位，如何應(yīng)對(duì)激烈的市場(chǎng)競(jìng)爭(zhēng)環(huán)境？如何激發(fā)員工的工作積極性？如何兼顧社會(huì)效益和經(jīng)濟(jì)效益并存？如何將學(xué)院發(fā)展愿景、戰(zhàn)略目標(biāo)同個(gè)人工作發(fā)展結(jié)合起來(lái)？設(shè)計(jì)一套科學(xué)有效的績(jī)效考核體系顯得尤為重要，為此，本文以作者工作單位為研究對(duì)象，將K學(xué)院如何改進(jìn)績(jī)效考核系統(tǒng)進(jìn)行詳細(xì)論述。 本文在國(guó)內(nèi)外績(jī)效考核相關(guān)理論的基礎(chǔ)之上，以作者工作的K學(xué)校為例，通過(guò)調(diào)查訪談等方式了解和分析K學(xué)院績(jī)效考核現(xiàn)狀，發(fā)現(xiàn)現(xiàn)有績(jī)效考核體系中存在的問(wèn)題。采用SWOT分析方法對(duì)學(xué)院面臨形勢(shì)進(jìn)行分析，研究K學(xué)院的使命和發(fā)展戰(zhàn)略。結(jié)合目標(biāo)管理法和關(guān)鍵績(jī)效指標(biāo)法，采用標(biāo)桿管理方法確立基本指標(biāo)和卓越指標(biāo)，，綜合運(yùn)用了文獻(xiàn)分析法、訪談?wù){(diào)查法、實(shí)證研究法和目標(biāo)管理、關(guān)鍵績(jī)效指標(biāo)等績(jī)效管理方法，對(duì)K學(xué)院的績(jī)效考核體系進(jìn)行設(shè)計(jì)，建立了針對(duì)K學(xué)院的績(jī)效考核體系方案，本研究將對(duì)促進(jìn)培訓(xùn)行業(yè)和相關(guān)差額事業(yè)單位績(jī)效考核的提高具有一定的參考和借鑒價(jià)值。
[Abstract]:At present, China's education and training industry is entering a period of rapid development. How to effectively improve the performance of employees and improve the quality and ability of staff has become the core of the development and management of training institutions. Therefore, the establishment of a reasonable and effective performance appraisal system has become an inevitable choice for the development of training institutions. In the era of advocating lifelong education and constructing a learning-oriented society, with the coming of "life-long learning era", the number of employed people increases and the competition for employment becomes increasingly fierce. A variety of training institutions such as springing up the rapid development of fission. Considering that K college is the difference institution, how to deal with the fierce market competition environment? How to stimulate the enthusiasm of employees? How to take into account the coexistence of social and economic benefits? How to combine college development vision, strategic objectives with personal work development? It is very important to design a set of scientific and effective performance appraisal system. Therefore, taking the author's work unit as the research object, this paper discusses in detail how to improve the performance appraisal system in K College. Based on the relevant theories of performance appraisal at home and abroad, this paper takes the K school where the author works as an example to understand and analyze the present situation of performance appraisal in K college by means of investigation and interview, and finds out the existing problems in the performance appraisal system. SWOT analysis method is used to analyze the situation of the college, and the mission and development strategy of K college are studied. Combining the objective management method and the key performance index method, adopting the benchmarking management method to establish the basic index and the outstanding index, using the literature analysis method, the interview investigation method, the demonstration research method and the goal management method, Key performance indicators and other performance management methods, the performance appraisal system of K college is designed, and the performance appraisal system for K college is established. This study will be helpful to improve the performance appraisal of training industry and related institutions.
【學(xué)位授予單位】：天津大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F272.92;G522.72

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