本文選題：高職教師 + 業(yè)績(jī)?cè)u(píng)價(jià)�。� 參考：《東北大學(xué)》2012年碩士論文

【摘要】：目前我國(guó)的高職教育正處在飛速發(fā)展的。在發(fā)展的同時(shí),高職院校也面臨激烈的競(jìng)爭(zhēng)和巨大的壓力。目前,許多高職院校都在探索提高教學(xué)質(zhì)量和改善組織業(yè)績(jī)的有效途徑。作為人力資源管理工作的重要手段和方法,對(duì)高職教師進(jìn)行科學(xué)、客觀的業(yè)績(jī)?cè)u(píng)價(jià)越來(lái)越受到重視。因此,建立一套適合我國(guó)高職院校教職工的業(yè)績(jī)?cè)u(píng)價(jià)體系具有重大的現(xiàn)實(shí)意義。 業(yè)績(jī)?cè)u(píng)價(jià)是對(duì)員工的行為、工作態(tài)度、工作業(yè)績(jī)以及綜合素質(zhì)進(jìn)行全方位的考評(píng)、分析和評(píng)定。目前業(yè)績(jī)?cè)u(píng)價(jià)的方法很多,其中針對(duì)個(gè)人業(yè)績(jī)?cè)u(píng)價(jià)的方法主要有目標(biāo)管理法、關(guān)鍵業(yè)績(jī)指標(biāo)法、360度業(yè)績(jī)考評(píng)法等。綜合考慮各種評(píng)價(jià)方法的優(yōu)缺點(diǎn),將關(guān)鍵業(yè)績(jī)指標(biāo)法、360度業(yè)績(jī)?cè)u(píng)價(jià)法的思想綜合在一起,創(chuàng)立一種綜合性評(píng)價(jià)方法,對(duì)F高等�？茖W(xué)校的管理人員和專任教師進(jìn)行業(yè)績(jī)?cè)u(píng)價(jià)。 本文從F高等�？茖W(xué)校的實(shí)際情況出發(fā),綜合運(yùn)用業(yè)績(jī)?cè)u(píng)價(jià)理論,對(duì)F高等�？茖W(xué)校的業(yè)績(jī)?cè)u(píng)價(jià)現(xiàn)狀進(jìn)行了全面、深刻剖析,指出了高專在業(yè)績(jī)?cè)u(píng)價(jià)方面存在的問(wèn)題,引入360度、關(guān)鍵業(yè)績(jī)指標(biāo)法等業(yè)績(jī)?cè)u(píng)價(jià)工具,采用座談?dòng)懻摗�(gè)別訪問(wèn)和親身體驗(yàn)法確定評(píng)價(jià)指標(biāo),設(shè)計(jì)出高專教職工業(yè)績(jī)?cè)u(píng)價(jià)指標(biāo)體系,將定性分析與定量分析相結(jié)合;并采用經(jīng)驗(yàn)法和專家打分法將不同評(píng)價(jià)主體對(duì)各評(píng)價(jià)指標(biāo)賦予不同的權(quán)重,從而確保評(píng)價(jià)結(jié)果的相對(duì)公正、客觀、科學(xué)。 本文以業(yè)績(jī)?cè)u(píng)價(jià)為切入點(diǎn),旨在對(duì)業(yè)績(jī)考評(píng)理論進(jìn)行梳理,并在此基礎(chǔ)上探討業(yè)績(jī)考評(píng)體系設(shè)計(jì)。期待著能夠在一定范圍內(nèi)實(shí)現(xiàn)業(yè)績(jī)理論架構(gòu)的豐富和實(shí)踐能力的突破。
[Abstract]:At present, China's higher vocational education is in rapid development. At the same time, higher vocational colleges are facing fierce competition and great pressure. At present, many higher vocational colleges are exploring effective ways to improve teaching quality and organizational performance. As an important means and method of human resource management, more and more attention has been paid to the scientific and objective performance evaluation of higher vocational teachers. Therefore, it is of great practical significance to establish a set of performance evaluation system suitable for the teaching staff in higher vocational colleges. Performance evaluation is a comprehensive evaluation, analysis and evaluation of employee's behavior, work attitude, work performance and comprehensive quality. At present, there are many methods of performance evaluation, including objective management method, key performance index method and 360-degree performance evaluation method. Considering the merits and demerits of all kinds of evaluation methods, this paper synthesizes the idea of the key performance index method and 360 degree performance evaluation method, and establishes a comprehensive evaluation method to evaluate the performance of managers and full-time teachers in F college. Based on the actual situation of F college and the comprehensive application of the theory of performance evaluation, this paper makes a comprehensive and profound analysis of the present situation of the performance evaluation of F college, and points out the problems existing in the performance evaluation of the college. This paper introduces 360 degree, key performance index method and other performance evaluation tools, adopts discussion, individual interview and personal experience method to determine the evaluation index, designs the evaluation index system of teachers and staff performance, and combines qualitative analysis with quantitative analysis. The empirical method and expert scoring method are used to assign different weights to each evaluation index, so as to ensure the relative fairness, objectivity and science of the evaluation results. Based on the theory of performance evaluation, this paper discusses the design of performance appraisal system. Looking forward to a certain range of performance theory structure and the breakthrough in practice.
【學(xué)位授予單位】：東北大學(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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