【摘要】：隨著社會(huì)經(jīng)濟(jì)的迅速發(fā)展,國(guó)家對(duì)職業(yè)教育高度重視,職業(yè)教育已由快速擴(kuò)張向全面提高質(zhì)量轉(zhuǎn)變。這就要求高職院校應(yīng)配備一套適合自己特點(diǎn)的教師績(jī)效考核體系。但是當(dāng)前績(jī)效考核只是盲目的照搬本科院�；蛘咧袑�(zhuān)學(xué)校的考核模式,造成諸多問(wèn)題,因此建立一套科學(xué)的、合理的績(jī)效考核體系,勢(shì)在必行。 本文按照發(fā)現(xiàn)問(wèn)題、分析問(wèn)題、解決問(wèn)題的思路展開(kāi)全文。首先介紹了Y職業(yè)學(xué)院概況,分析其人力資源結(jié)構(gòu)。其次,在實(shí)地考查和問(wèn)卷調(diào)查的基礎(chǔ)上分析得出Y高職院校教師績(jī)效考核中存在的主要問(wèn)題,如下：考核目標(biāo)與學(xué)發(fā)展目標(biāo)不一致,指標(biāo)的構(gòu)成及指標(biāo)權(quán)重設(shè)置不合理、缺乏對(duì)考核結(jié)果的分析反饋和合理應(yīng)用。并深入探究形成這些問(wèn)題的根本原因。再次,在實(shí)地調(diào)研Y職業(yè)學(xué)院實(shí)際情況的基礎(chǔ)上,吸收了國(guó)內(nèi)外績(jī)效考核理論研究的優(yōu)秀成果,提出了完善Y職業(yè)學(xué)院績(jī)效考核的建議。建議如下：圍繞學(xué)院發(fā)展戰(zhàn)略制定績(jī)效考核的目標(biāo)：根據(jù)調(diào)查問(wèn)卷統(tǒng)計(jì)分析,選擇與確定了績(jī)效考核的指標(biāo)；確定了績(jī)效考核指標(biāo)的權(quán)重。其中在考核過(guò)程中,應(yīng)注意堅(jiān)持考核的公平公正的原則、運(yùn)用定量和定性分析相結(jié)合的方法。最后,為保障績(jī)效考核的順利實(shí)施,應(yīng)建立與績(jī)效考核相配套的薪酬激勵(lì)體系和全面激勵(lì)體系,建立情感激勵(lì)機(jī)制。 通過(guò)研究,旨在為Y學(xué)院績(jī)效考核提供科學(xué)依據(jù)。
[Abstract]:With the rapid development of social economy, the country attaches great importance to vocational education, and vocational education has changed from rapid expansion to overall improvement of quality. This requires that higher vocational colleges should be equipped with a set of teachers' performance appraisal system suitable for their own characteristics. However, the current performance appraisal only blindly copy the assessment model of undergraduate colleges or technical secondary schools, resulting in a lot of problems, so it is imperative to establish a scientific and reasonable performance appraisal system. This article according to the discovery problem, the analysis problem, the solution problem thought unfolds the full text. Firstly, the general situation of Y vocational college is introduced, and its human resource structure is analyzed. Secondly, on the basis of on-the-spot examination and questionnaire survey, the main problems existing in the performance appraisal of teachers in Y higher vocational colleges are analyzed as follows: the assessment goal is not consistent with the learning development goal, the composition of the index and the setting of the index weight are unreasonable. Lack of analytical feedback and rational application of the assessment results. And in-depth exploration of the root causes of the formation of these problems. Thirdly, on the basis of on-the-spot investigation of the actual situation of Y Vocational College, it absorbs the excellent achievements of the theoretical research of performance appraisal at home and abroad, and puts forward some suggestions to perfect the performance appraisal of Y Vocational College. The suggestions are as follows: according to the statistical analysis of questionnaire, the index of performance appraisal is selected and determined, and the weight of performance appraisal index is determined according to the goal of establishing performance appraisal around the development strategy of the college. In the process of assessment, we should adhere to the principle of fairness and justice, and apply the method of combining quantitative and qualitative analysis. Finally, in order to ensure the smooth implementation of the performance appraisal, we should establish the salary incentive system and the overall incentive system, and establish the emotional incentive mechanism. Through the research, the aim is to provide scientific basis for the performance appraisal of Y College.
【學(xué)位授予單位】：鄭州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：G717.2

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 王友青,裴成榮;AHP-績(jī)效考核指標(biāo)權(quán)重系數(shù)確定的有效方法[J];重慶職業(yè)技術(shù)學(xué)院學(xué)報(bào);2005年01期

2 王漢忠;孫曉紅;;基于人本價(jià)值的高職教師的績(jī)效考核[J];科技和產(chǎn)業(yè);2010年01期

3 林曉璐;;高職院校教師績(jī)效考核的若干思考[J];廣東水利電力職業(yè)技術(shù)學(xué)院學(xué)報(bào);2010年02期

4 方鵬;定量考核方法分析及高校教師定量考核實(shí)踐[J];高等農(nóng)業(yè)教育;2000年05期

5 蔡永紅,林崇德;教師績(jī)效評(píng)價(jià)的理論與實(shí)踐[J];教師教育研究;2005年01期

6 王家宇;高維艷;;對(duì)高職教師績(jī)效考核實(shí)效性的若干思考[J];北方經(jīng)貿(mào);2009年12期

7 陳建超;試論素質(zhì)教育背景下教師評(píng)價(jià)機(jī)制的構(gòu)建[J];當(dāng)代教育論壇;2005年15期

8 方鵬,莊娛樂(lè);高校教師考核方法分析[J];中國(guó)農(nóng)業(yè)教育;2002年05期

9 梁X;葉志德;;高職院校教師績(jī)效考核的探討[J];石家莊職業(yè)技術(shù)學(xué)院學(xué)報(bào);2011年03期

10 同勤學(xué);;基于BSC理論的高校教師績(jī)效考核指標(biāo)體系研究[J];統(tǒng)計(jì)與決策;2010年02期

相關(guān)碩士學(xué)位論文 前7條

1 方旭儒;高校教師績(jī)效考評(píng)研究[D];西南石油學(xué)院;2003年

2 惠志晶;高校任課教師績(jī)效考核方法探討[D];電子科技大學(xué);2004年

3 魏冠榮;高校教師績(jī)效考評(píng)體系研究[D];北方工業(yè)大學(xué);2007年

4 張繼平;高校目標(biāo)管理之目標(biāo)考核研究[D];華中師范大學(xué);2008年

5 姜自興;研究型大學(xué)教師績(jī)效考核指標(biāo)體系研究[D];大連理工大學(xué);2009年

6 盧靈峰;高職院校輔導(dǎo)員考核研究[D];湖南大學(xué);2010年

7 黃麗瓊;HY職業(yè)技術(shù)學(xué)院教師績(jī)效考核體系研究[D];廣東工業(yè)大學(xué);2013年

，

本文編號(hào)：2454302