發(fā)布時(shí)間：2018-05-27 17:41

  本文選題：高職院校 + 績(jī)效考核��； 參考：《西安理工大學(xué)》2017年碩士論文

【摘要】：為了促進(jìn)高職院校教師素質(zhì)和能力的提升,實(shí)現(xiàn)高職院校發(fā)展的目標(biāo),我國(guó)絕大部分高職院校都建立了教師績(jī)效考核體系,通過績(jī)效考核對(duì)教師實(shí)行績(jī)效管理。作為高校人力資源管理的核心環(huán)節(jié),教師績(jī)效考核管理對(duì)高職院校教師隊(duì)伍的發(fā)展具有重要作用。但通過對(duì)我國(guó)大多數(shù)高職院�，F(xiàn)有的績(jī)效考核考核體系分析發(fā)現(xiàn),很多高職院校的教師績(jī)效考核模式多年未變。存在的主要問題有,管理層不重視,考核理念和方式陳舊、考核目標(biāo)不明確、考核體系不科學(xué)以及考核結(jié)果運(yùn)用不足等諸多問題。轉(zhuǎn)型為高等職業(yè)院校之后,又多照搬本科學(xué)校的教師績(jī)效考核體系,偏離高職院校應(yīng)用型人才培養(yǎng)的目標(biāo),績(jī)效考核問題更加嚴(yán)重。本研究的目的在于通過對(duì)國(guó)內(nèi)外績(jī)效考核研究現(xiàn)狀的分析,對(duì)現(xiàn)有績(jī)效考核相關(guān)理論的梳理,解析出現(xiàn)階段我國(guó)績(jī)效考核研究存在的不足。并以河南省H學(xué)院為例,分析該學(xué)院績(jī)效考核體系存在的問題,探究這些問題形成的原因。針對(duì)以上問題,結(jié)合H學(xué)院實(shí)際情況,提出優(yōu)化該學(xué)院教師績(jī)效考核體系的思路與對(duì)策,希望能夠?qū)Ω倪M(jìn)我國(guó)高職院校教師績(jī)效考核體系貢獻(xiàn)微薄之力。文章共分為五個(gè)部分,第一、二部分主要介紹本文研究的背景與現(xiàn)狀,對(duì)現(xiàn)有的績(jī)效考核理論介紹,并對(duì)高等院�？�(jī)效考核指標(biāo)相關(guān)概念進(jìn)行界定和明確;第三部分以H學(xué)院為例進(jìn)案例研究對(duì)其教師績(jī)效考核現(xiàn)狀進(jìn)行分析。通過調(diào)查問卷發(fā)現(xiàn)該校教師績(jī)效考核存在諸多問題,如考核形式化嚴(yán)重、考核內(nèi)容設(shè)置不科學(xué)、考核指標(biāo)權(quán)重分配不合理,考核結(jié)果的激勵(lì)作用不明顯,考核反饋改進(jìn)機(jī)制缺失等問題。探究其原因發(fā)現(xiàn)該校的績(jī)效考核指標(biāo)不完善,考核方式也以形式化方式進(jìn)行,并未有專門的考核組織和制度,更是缺失反饋機(jī)制;第四部分以H學(xué)院為例進(jìn)行績(jī)效考核的優(yōu)化設(shè)計(jì),指出了該學(xué)院績(jī)效考核的目標(biāo)和原則,對(duì)教師的績(jī)效考核體系和考核流程進(jìn)行了重新設(shè)計(jì),并對(duì)績(jī)效考核結(jié)果的運(yùn)用進(jìn)行了重點(diǎn)探討;第五部分高校教師績(jī)效考核優(yōu)化的配套保障措施進(jìn)行了分析,認(rèn)為績(jī)效考核體系的優(yōu)化要建立組織保障、溝通機(jī)制保障、教師績(jī)效考核培訓(xùn)保障和制度保障等配套制度。
[Abstract]:In order to promote the quality and ability of teachers in higher vocational colleges and achieve the goal of the development of higher vocational colleges, most of the higher vocational colleges in China have established a teacher performance appraisal system, through which the performance management of teachers is carried out. As the core link of human resources management in colleges and universities, the management of teachers' performance evaluation plays an important role in the development of teachers in higher vocational colleges. However, through the analysis of the existing performance appraisal system of most higher vocational colleges in China, it is found that the performance appraisal mode of teachers in many vocational colleges has not changed for many years. The main problems are that the management does not pay attention to it, the idea and method of assessment are old, the target of assessment is not clear, the system of assessment is not scientific, and the result of examination is not used enough, and so on. After the transformation into higher vocational colleges, the performance appraisal system of undergraduate schools is copied, which deviates from the goal of cultivating applied talents in higher vocational colleges, and the problem of performance appraisal becomes more serious. The purpose of this study is to analyze the current situation of the performance appraisal research at home and abroad, to comb the existing theories of performance appraisal, and to analyze the shortcomings of the performance appraisal research in China. Taking H Institute of Henan Province as an example, this paper analyzes the problems existing in the performance appraisal system of Henan Province and explores the reasons for the formation of these problems. In view of the above problems, combined with the actual situation of H college, this paper puts forward some ideas and countermeasures to optimize the performance appraisal system of teachers in this college, hoping to contribute to the improvement of the performance appraisal system of teachers in higher vocational colleges in our country. The article is divided into five parts. The first and second part mainly introduces the background and present situation of this paper, introduces the existing performance appraisal theory, and defines and clarifies the related concepts of the performance appraisal index in colleges and universities. The third part takes H college as an example to analyze the present situation of teacher performance appraisal. Through the questionnaire, we find that there are many problems in the evaluation of teachers' performance, such as the formalization of the assessment, the unscientific setting of the assessment content, the unreasonable distribution of the weight of the assessment index, and the incentive function of the assessment result is not obvious. Evaluation feedback improvement mechanism is missing and so on. It is found that the performance appraisal index of the school is not perfect, the evaluation method is also formalized, there is no special evaluation organization and system, and there is no feedback mechanism. The fourth part takes H College as an example to optimize the design of performance appraisal, points out the objectives and principles of performance appraisal, and redesigns the performance appraisal system and process of teachers. The fifth part analyzes the supporting measures of the performance appraisal optimization in colleges and universities, and points out that the optimization of the performance appraisal system should establish organizational guarantee and communication mechanism guarantee. Teacher performance appraisal training guarantee and system guarantee and so on supporting system.
【學(xué)位授予單位】：西安理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：G717.2

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