本文關(guān)鍵詞：A高等職業(yè)學(xué)院教師績(jī)效管理研究　出處：《天津大學(xué)》2012年碩士論文　論文類型：學(xué)位論文

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【摘要】：近十年來(lái)，高職院校如雨后春筍般茁壯成長(zhǎng)，為生產(chǎn)、服務(wù)一線培養(yǎng)了大量高素質(zhì)技能型人才。與此同時(shí)，高職院校人事管理改革初具成效，人力資源管理理念深入人心，，并實(shí)施了績(jī)效管理。 本文結(jié)合國(guó)內(nèi)外人力資源績(jī)效管理的相關(guān)研究，在對(duì)A高職人力資源績(jī)效管理應(yīng)用現(xiàn)狀的實(shí)地調(diào)研后，指出其存在的績(jī)效管理問(wèn)題。例如高職稱教師僅承擔(dān)授課工作不愿承擔(dān)學(xué)校建設(shè)發(fā)展的具體工作，僅有少數(shù)具有創(chuàng)新精神的青年教師能夠挑起工作的重?fù)?dān)，教師工作積極性低；普通水平教師過(guò)剩，高層次專業(yè)名師匱乏，學(xué)術(shù)氣氛缺乏，教師科研能力差；教師每天忙于完成授課任務(wù)，參加教學(xué)研討的熱情低，沒有達(dá)到最佳的教學(xué)效果。高職學(xué)院師資績(jī)效管理水平的落后使高職院校改革無(wú)法達(dá)到應(yīng)有的效果。因此作者對(duì)A高職教師績(jī)效管理體制進(jìn)行了系統(tǒng)性思考與原因分析，為高水平高素質(zhì)教師隊(duì)伍建設(shè)提供了有價(jià)值的建議和解決對(duì)策。 本文在對(duì)A高職學(xué)院教師進(jìn)行績(jī)效管理滿意度調(diào)查的基礎(chǔ)上，分析了學(xué)校在績(jī)效計(jì)劃、績(jī)效實(shí)施、績(jī)效考核、績(jī)效反饋過(guò)程出現(xiàn)的問(wèn)題，設(shè)計(jì)出滿足A高職實(shí)際需求的績(jī)效管理體系并提出了實(shí)施過(guò)程中的建議。 在今后A高職學(xué)院的改革建設(shè)過(guò)程，本研究對(duì)A高職學(xué)院以啟示，使其能夠打造品牌特色，提升競(jìng)爭(zhēng)力。同時(shí)本研究也為其他高職院校進(jìn)行績(jī)效管理提供參考，提升高職院校人力資源績(jī)效管理整體水平，推動(dòng)高職院�？沙掷m(xù)發(fā)展。
[Abstract]:In the past ten years, higher vocational colleges have mushroomed and developed a large number of high-quality skilled personnel for production and service. At the same time, the reform of personnel management in higher vocational colleges is beginning to achieve results. The concept of human resource management is deeply rooted in people's heart, and performance management has been implemented. This article combines the domestic and foreign human resources performance management related research, after the field investigation to the A higher vocational school human resources performance management application present situation. It points out the problems of performance management. For example, teachers with high professional titles are not willing to undertake the specific work of school construction and development only, and only a few young teachers with innovative spirit can shoulder the burden of work. The enthusiasm of teachers is low; The common level teacher surplus, the high-level specialized famous teacher is scarce, the academic atmosphere lacks, the teacher scientific research ability is poor; Teachers are busy with the task of teaching every day, the enthusiasm to participate in teaching seminars is low. The laggard level of teachers' performance management in higher vocational colleges makes the reform of higher vocational colleges unable to achieve the desired results. Therefore, the author makes a systematic thinking on the performance management system of A higher vocational teachers. Cause analysis. It provides valuable suggestions and solutions for the construction of high-level and high-quality teachers. Based on the investigation of teachers' satisfaction with performance management, this paper analyzes the problems in the process of performance planning, performance implementation, performance appraisal and performance feedback. This paper designs a performance management system to meet the actual needs of A higher vocational schools and puts forward some suggestions in the process of implementation. In the process of reform and construction of A higher vocational college in the future, this study will enlighten the A higher vocational college so that it can build brand characteristics. At the same time, this study also provides reference for other higher vocational colleges to conduct performance management, improve the overall level of human resources performance management, and promote the sustainable development of vocational colleges.
【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)】：G717.2

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