【摘要】：隨著社會的不斷發(fā)展,當今高校競爭日漸激烈,尤其是處于高等院校分類最下層的高職院校面臨著巨大的生存壓力。而高職院校要想獲得可持續(xù)發(fā)展就必須加強學校內(nèi)涵發(fā)展,從提升教學質(zhì)量入手,培養(yǎng)和建立一支質(zhì)量過硬的師資隊伍,提高學院的核心競爭力。因此加強對教師的績效管理就顯得尤其重要。江西財經(jīng)職業(yè)學院近年來不斷積極探索教師的績效管理,取得了一定的成效,但也存在著不少的問題。本文采用理論和實踐相結(jié)合的方法,對其進行分析,取得以下方面的成果： (1)首先介紹了人力資源績效管理相關(guān)理論,為后面探討完善江西財經(jīng)職業(yè)學院績效管理體系措施提供了理論依據(jù)。 (2)其次對江西財經(jīng)職業(yè)學院現(xiàn)有的績效管理進行了詳細的分析,總結(jié)出存在績效管理體系不完整、考核指標重定性輕定量、考核過程和結(jié)果不公開、激勵機制不完善、績效考核運行機制不健全等問題,并探討了問題存在的原因：高職績效管理缺乏理論和實踐指導、領導對績效管理不夠重視、教師對績效管理缺乏認識。 (3)然后為江西財經(jīng)職業(yè)學院優(yōu)化其績效管理體系設計方案,分別從績效設計、績效考核、績效溝通和反饋、績效應用幾個環(huán)節(jié)提出改進建議,并且提出創(chuàng)建以績效評估促進人力資源管理的新型反饋管理模式。 (4)最后從社會、制度、實踐基礎三個方面考慮了江西財經(jīng)職業(yè)學院實施有效人力資源績效管理所需的保障措施。
[Abstract]:With the development of society, the competition of colleges and universities is becoming more and more fierce, especially the higher vocational colleges, which are in the lowest level of classification of colleges and universities, are facing great pressure of survival. In order to achieve sustainable development, higher vocational colleges must strengthen the connotation development of schools, start with improving teaching quality, cultivate and establish a contingent of teachers with excellent quality, and improve the core competitiveness of the colleges. Therefore, it is particularly important to strengthen the performance management of teachers. Jiangxi Institute of Finance and Economics has been actively exploring teachers' performance management in recent years, and has achieved certain results, but there are still many problems. This paper uses the method of combining theory and practice to analyze it, and obtains the following achievements: (1) the related theories of human resource performance management are introduced. It provides a theoretical basis for the following discussion on the measures to improve the performance management system of Jiangxi Finance and Economics Vocational College. (2) secondly, it makes a detailed analysis of the existing performance management of Jiangxi Finance and Economics Vocational College. It is concluded that the performance management system is not complete, the evaluation index is more important than the quantity, the appraisal process and result are not open, the incentive mechanism is not perfect, the performance appraisal operation mechanism is not perfect, and so on. The paper also discusses the reasons for the problems: the lack of theoretical and practical guidance of performance management in higher vocational education, and the lack of attention to performance management by leaders. Teachers lack understanding of performance management. (3) then optimize its performance management system design scheme for Jiangxi Institute of Finance and Economics, from performance design, performance evaluation, performance communication and feedback, respectively, Several aspects of performance application put forward suggestions for improvement, and proposed to create a new feedback management model to promote human resources management by performance evaluation. (4) finally, from the social, institutional, Three aspects of the practical basis of Jiangxi Institute of Finance and Economics to implement effective performance management of human resources security measures.
【學位授予單位】：南昌大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：G717.2

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