發(fā)布時(shí)間：2018-01-06 21:36

  本文關(guān)鍵詞：長(zhǎng)沙環(huán)保高職學(xué)院教師人力資源績(jī)效管理優(yōu)化設(shè)計(jì)　出處：《長(zhǎng)沙理工大學(xué)》2012年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 高職院校教師 績(jī)效考核 人力資源管理

【摘要】：高職院校教育是培養(yǎng)技術(shù)技能型人才的搖籃。高職院校的教育質(zhì)量決定著人才的質(zhì)量,要提高高職院校的教育教學(xué)質(zhì)量,就要打破傳統(tǒng)的教育教學(xué)方法,探索開創(chuàng)性職業(yè)教學(xué)模式。要提高高職院校教師的工作業(yè)績(jī),以提高其教育教學(xué)質(zhì)量,就需要對(duì)高職院校教師人力資源進(jìn)行績(jī)效管理評(píng)價(jià),在分析評(píng)價(jià)其績(jī)效的基礎(chǔ)上找出相應(yīng)提高教學(xué)教育水平的方法。我國(guó)高職院校教師的績(jī)效管理工作由于缺乏科學(xué)的指導(dǎo)方法,存在績(jī)效管理考評(píng)指標(biāo)體系不夠健全,考評(píng)指標(biāo)不明確、設(shè)置不合理以及評(píng)價(jià)方法不科學(xué)等問題,對(duì)教師的考核依然存在許多弊端。藉此,對(duì)高職院校的人力資源管理進(jìn)行研究有著重要的現(xiàn)實(shí)意義。 目前,“產(chǎn)學(xué)結(jié)合”、“雙師型”教師和“實(shí)踐主導(dǎo)”等教育模式成為了我國(guó)高職院校教育培養(yǎng)的主要特征。這就是要求高職院校教師,既要具備“雙師型”素質(zhì),即能掌握相應(yīng)的理論知識(shí),又有熟練傳授知識(shí)的技巧且具有較強(qiáng)的實(shí)踐指導(dǎo)能力。如何衡量高職院校教師是否達(dá)到了“雙師型”素質(zhì),則需要一個(gè)科學(xué)合理的教師績(jī)效管理考核體系。本文分析了高職院校教師人力資源績(jī)效管理的基本流程、目的和功能,以長(zhǎng)沙環(huán)保高職學(xué)院教師人力資源績(jī)效管理作為分析實(shí)證,找出該校教師人力資源績(jī)效管理存在諸多的問題與挑戰(zhàn)。并在現(xiàn)代考核理論和方法的指導(dǎo)下,提出高職院校教師人力資源績(jī)效管理優(yōu)化的價(jià)值取向與路徑和教師績(jī)效管理體系的構(gòu)建。認(rèn)為高職院校教師人力資源績(jī)效管理優(yōu)化方案應(yīng)包括績(jī)效考核方案設(shè)計(jì)、薪酬與激勵(lì)方案設(shè)計(jì)、招聘淘汰方案設(shè)計(jì)和人員培訓(xùn)方案設(shè)計(jì)；人力資源績(jī)效管理優(yōu)化方案的實(shí)施必須確定目標(biāo),轉(zhuǎn)變管理觀念,構(gòu)建先進(jìn)的績(jī)效文化,搭建績(jī)效管理的平臺(tái)多元考核,才能促進(jìn)高職院校教師資源的全面發(fā)展。
[Abstract]:Higher vocational education is the cradle of cultivating technical talents. The quality of higher vocational education determines the quality of talents. To improve the quality of education and teaching in higher vocational colleges, it is necessary to break the traditional teaching methods. In order to improve the work performance of teachers in higher vocational colleges and to improve the quality of their education and teaching, it is necessary to evaluate the performance of teachers' human resources in higher vocational colleges. Based on the analysis and evaluation of its performance, the author finds out the corresponding methods to improve the level of teaching education. The performance management of teachers in higher vocational colleges in our country is lack of scientific guidance methods. There are some problems, such as inadequate performance management evaluation index system, unclear evaluation index, unreasonable setting and unscientific evaluation methods, and there are still many drawbacks in the assessment of teachers. It is of great practical significance to study the human resource management in higher vocational colleges. At present, the "combination of production and learning", "double-qualified" teachers and "practice-oriented" have become the main characteristics of higher vocational education in China, which is the requirement of teachers in higher vocational colleges. It is necessary to possess the quality of "double qualification", that is, to master the corresponding theoretical knowledge. It also has the skill of imparting knowledge skillfully and has strong practical guidance ability. How to measure whether the teachers in higher vocational colleges have reached the quality of "double qualification"? This paper analyzes the basic process, purpose and function of the performance management of teachers' human resources in higher vocational colleges. Taking the performance management of teachers' human resources in Changsha higher Vocational College of Environmental Protection as an example, this paper finds out that there are many problems and challenges in the performance management of teachers' human resources, and under the guidance of modern assessment theory and method. This paper puts forward the value orientation and path of teachers' human resource performance management optimization in higher vocational colleges and the construction of teachers' performance management system, and points out that the optimization scheme of teachers' human resources performance management in higher vocational colleges should include the design of performance appraisal scheme. . Salary and incentive scheme design, recruitment elimination scheme design and personnel training program design; The implementation of the human resources performance management optimization program must determine the objectives, change the management concept, build an advanced performance culture, and build a platform for performance management multiple assessment. In order to promote the overall development of teachers resources in higher vocational colleges.
【學(xué)位授予單位】：長(zhǎng)沙理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：G717

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