【摘要】：職業(yè)教育目前在我國占據(jù)著非常重要的地位,而作為職業(yè)教育中的一部分,中等職業(yè)教育在我國的定位是和高中文化教育相等同的一種教育形式,而且這種教育還要承擔(dān)著培養(yǎng)一大批技術(shù)人才的任務(wù)。多年來,中等職業(yè)教育吸納了大批低文化勞動力,亦為社會輸送了大批的技術(shù)人才,對于促進(jìn)社會穩(wěn)定以及促進(jìn)地方經(jīng)濟(jì)發(fā)展都做出了較大的貢獻(xiàn)。 CQYB職業(yè)教育中心是一個國家級的中等職業(yè)學(xué)校,為重慶市的經(jīng)濟(jì)發(fā)展做出了重要的貢獻(xiàn),這些年為重慶市保證了很多的高素質(zhì)的勞動者。高水平教師隊伍的建設(shè)是CQYB職教中心綜合實(shí)力提升以保持長遠(yuǎn)發(fā)展的基礎(chǔ)。其中,績效考核對于教師隊伍整體績效提升有著重要作用。為建設(shè)高績效的教師隊伍,離不開先進(jìn)的績效考核體系,以客觀地評價教師的工作成果,有效激勵教師更努力工作。通過對教師的績效考核,有助于保證教師行為與學(xué)院發(fā)展目標(biāo)一致,在提升學(xué)院的整體績效,提高教師的滿意度,促進(jìn)教師的自我提升與發(fā)展等方面都有著重要的作用。 本論文的寫作建立在國內(nèi)外的有關(guān)職業(yè)教育方面的著述,在人力資源、績效管理及考核、人力資源的管理的思想理論指導(dǎo)之上,對CQYB職教中心教師的現(xiàn)有績效考核問題進(jìn)行了較為全面的分析,找出了影響該學(xué)校教師績效考核中存在問題的原因,找到了對于績效考核進(jìn)行優(yōu)化的方案和實(shí)施這些優(yōu)化方案的一些具體的措施。 希望通過本文的研究,能夠?qū)QYB職教中心教師的人力資源績效考核提供一些改進(jìn)的方案和建議,同時,也為相關(guān)的中職教育學(xué)校提供些許借鑒作用。
[Abstract]:Vocational education occupies a very important position in our country at present. As a part of vocational education, secondary vocational education is a form of education equivalent to high school culture education. And this kind of education must undertake the task of cultivating a large number of technical talents. Over the years, secondary vocational education has absorbed a large number of low-educated labor force, but also sent a large number of technical personnel for the society, to promote social stability and promote the development of local economy have made great contributions. CQYB Vocational Education Center is a national secondary vocational school, which has made important contributions to the economic development of Chongqing. The construction of high-level teachers is the foundation of CQYB vocational education center's comprehensive strength to maintain long-term development. Among them, performance appraisal plays an important role in improving the overall performance of teachers. In order to build a high performance teacher team, the advanced performance appraisal system is indispensable to objectively evaluate teachers' work results and effectively motivate teachers to work harder. Through the performance evaluation of teachers, it is helpful to ensure that teachers' behavior is consistent with the objectives of college development, and plays an important role in improving the overall performance of colleges, improving teachers' satisfaction, and promoting teachers' self-improvement and development. The writing of this thesis is based on the theoretical and ideological guidance of human resources, performance management and assessment, human resources management, and vocational education at home and abroad. This paper makes a comprehensive analysis of the existing performance appraisal problems of teachers in CQYB Vocational Education Center, and finds out the reasons that affect the problems in the performance appraisal of teachers in this school. Found out the performance appraisal optimization scheme and the implementation of these optimization programs some specific measures. Through the research of this paper, I hope to provide some improvement programs and suggestions for the CQYB vocational education center teachers' human resource performance evaluation, and also provide some reference for the relevant secondary vocational education schools.
【學(xué)位授予單位】：重慶理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：G717.2

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