本文選題：績效考核 + 藝校教師��； 參考：《大連理工大學(xué)》2012年碩士論文

【摘要】：績效考核理論在中國得到了深入的發(fā)展,但多用于企業(yè)。鑒于此,本文嘗試將績效考核運(yùn)用于藝術(shù)學(xué)校教師人力資源管理中。目前,國內(nèi)藝術(shù)學(xué)校教師績效考核的研究方法較單一,而以關(guān)鍵指標(biāo)為核心的藝術(shù)學(xué)校教師績效考核體系可以測(cè)評(píng)與當(dāng)前時(shí)代背景相符合的教師素質(zhì),從而進(jìn)一步豐富學(xué)校教師績效考核理論,具有重要的時(shí)代意義。 績效考核是運(yùn)用科學(xué)的方法來評(píng)定教師在工作效果和行為上的成效,以實(shí)現(xiàn)完成學(xué)校的總體目標(biāo)和改善教師個(gè)人工作績效的目的。同時(shí),績效考核是教師聘任、晉級(jí)、獎(jiǎng)懲、留用及解聘的重要依據(jù),對(duì)學(xué)校的有效管理及教師專業(yè)發(fā)展具有促進(jìn)及反饋?zhàn)饔谩１疚囊許Y藝術(shù)學(xué)校為研究主體,在人力資源管理的相關(guān)理論和研究成果的指導(dǎo)下,總結(jié)藝術(shù)學(xué)校在培養(yǎng)方向、教師資源等方面的特點(diǎn),揭示現(xiàn)有績效考核管理方式的問題和誤區(qū)；對(duì)SY藝術(shù)學(xué)�，F(xiàn)有績效考核管理進(jìn)行解剖式分析。通過調(diào)查、觀察現(xiàn)行績效考核的實(shí)際運(yùn)作情況,對(duì)SY藝�，F(xiàn)行人力資源管理的優(yōu)勢(shì)和不足進(jìn)行總結(jié)分析。研究了SY藝校教師的個(gè)性特征、教育背景特征和教學(xué)特征等方面。在分析的基礎(chǔ)上,結(jié)合SY藝校的實(shí)際情況,重點(diǎn)對(duì)績效考核的相關(guān)因素和方法進(jìn)行了研究,提出了具體的、可操作的績效考核方案,力求探索出一套適合藝術(shù)類學(xué)校使用的教師績效考核管理機(jī)制,為藝術(shù)學(xué)�？茖W(xué)管理提供幫助,從而達(dá)到薪資水平、人力資源配置、教育培訓(xùn)等方面的優(yōu)化決策。 本文以實(shí)證研究為基礎(chǔ),尋找藝術(shù)學(xué)校教師績效考核的關(guān)鍵指標(biāo),把理論研究與實(shí)證研究相結(jié)合,同時(shí)也是檢驗(yàn)和發(fā)展現(xiàn)有理論,為理論研究奠定基礎(chǔ)。同時(shí),彌補(bǔ)了藝術(shù)學(xué)校教師績效考核實(shí)證研究的不足,拓展了績效考核研究的領(lǐng)域。
[Abstract]:The theory of performance appraisal has been developed deeply in China, but it is mostly used in enterprises. In view of this, this paper tries to apply performance appraisal to the human resource management of art school teachers. At present, the research method of teachers' performance assessment in art schools in China is relatively single, and the performance appraisal system of art school teachers with key indicators as the core can evaluate the teachers' qualities in accordance with the background of the present era. Thus further enrich the school teacher performance appraisal theory, has the important time significance. Performance appraisal is to use scientific method to evaluate teachers' performance in work and behavior in order to achieve the overall goal of school and to improve teachers' individual work performance. At the same time, performance appraisal is an important basis for teachers' appointment, promotion, reward and punishment, retention and dismissal, which can promote and feedback the effective management of schools and the professional development of teachers. This article takes sy Art School as the research subject, under the guidance of the related theories and research results of human resource management, summarizes the characteristics of art school in training direction, teacher resources and so on. This paper reveals the problems and misunderstandings of the existing performance appraisal management, and analyzes the existing performance appraisal management in sy Art School. Through investigation, the actual operation of the current performance appraisal is observed, and the advantages and disadvantages of the current human resource management in sy Art School are summarized and analyzed. This paper studies the teachers' personality, educational background and teaching characteristics of sy Art School. On the basis of the analysis, combined with the actual situation of sy Art School, the relevant factors and methods of performance appraisal are studied, and the concrete and operable performance appraisal scheme is put forward. This paper tries to explore a set of management mechanism of teachers' performance evaluation which is suitable for art schools to provide help for the scientific management of art schools so as to reach the optimal decision of salary level, human resource allocation, education and training, and so on. On the basis of empirical research, this paper looks for the key indicators of teachers' performance evaluation in art schools, combines theoretical research with empirical research, and also tests and develops existing theories, which lays a foundation for theoretical research. At the same time, it makes up for the deficiency of the empirical research on the performance appraisal of art school teachers, and expands the field of the performance appraisal research.
【學(xué)位授予單位】：大連理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：G717.2

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本文編號(hào)：2063015