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Y職業(yè)學(xué)院教師績效考核體系研究

發(fā)布時間:2019-04-07 18:17
【摘要】:隨著社會經(jīng)濟的迅速發(fā)展,國家對職業(yè)教育高度重視,職業(yè)教育已由快速擴張向全面提高質(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的教師績效考核體系。但是當(dāng)前績效考核只是盲目的照搬本科院;蛘咧袑W(xué)校的考核模式,造成諸多問題,因此建立一套科學(xué)的、合理的績效考核體系,勢在必行。 本文按照發(fā)現(xiàn)問題、分析問題、解決問題的思路展開全文。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,在實地考查和問卷調(diào)查的基礎(chǔ)上分析得出Y高職院校教師績效考核中存在的主要問題,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題的根本原因。再次,在實地調(diào)研Y職業(yè)學(xué)院實際情況的基礎(chǔ)上,吸收了國內(nèi)外績效考核理論研究的優(yōu)秀成果,提出了完善Y職業(yè)學(xué)院績效考核的建議。建議如下:圍繞學(xué)院發(fā)展戰(zhàn)略制定績效考核的目標(biāo):根據(jù)調(diào)查問卷統(tǒng)計分析,選擇與確定了績效考核的指標(biāo);確定了績效考核指標(biāo)的權(quán)重。其中在考核過程中,應(yīng)注意堅持考核的公平公正的原則、運用定量和定性分析相結(jié)合的方法。最后,為保障績效考核的順利實施,應(yīng)建立與績效考核相配套的薪酬激勵體系和全面激勵體系,建立情感激勵機制。 通過研究,旨在為Y學(xué)院績效考核提供科學(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)位級別】:碩士
【學(xué)位授予年份】:2014
【分類號】:G717.2

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