【摘要】：高職院校教育發(fā)展的歷史雖然短暫,但它是培養(yǎng)技能型人才的搖籃,我國高職院校發(fā)展至今,已有1100多所,在校學(xué)生也近800萬人,基本實現(xiàn)了每個地市至少設(shè)置一所高等職業(yè)院校的格局,隨著發(fā)展,如何在普通高校的競爭下尋求更多更好的發(fā)展,成為高職院校共同的愿景。毋庸置疑,影響高職教育人才培養(yǎng)質(zhì)量的關(guān)鍵正是師資隊伍,教師個體素質(zhì)的高低和整體水平的強弱,直接關(guān)系到高職院校辦學(xué)水平的優(yōu)劣。教師績效考核作為學(xué)校人力資源管理的中心環(huán)節(jié),各高職院校已十分關(guān)注和重視,并把它作為提高教師質(zhì)量和促進學(xué)校發(fā)展的一種重要手段。但由于缺乏科學(xué)的指導(dǎo),績效考核體系不夠健全,考核工作中依然存在種種弊端,諸如觀念不科學(xué)、目標(biāo)不明確、制度不完善、體系不科學(xué)、效果不明顯等。因此,如何探索出一套有效的高職院校教師績效考核體系,是高職院校人力資源管理的一項重要的研究課題。 本文根據(jù)提出問題,分析問題到解決問題的思路,首先論述了績效考核的相關(guān)理論,包括詳細(xì)地論述了績效考核、教師主體、教師績效考核的指標(biāo)影響因素以及教師績效考核依托的理論基礎(chǔ)及考核方法,力求能完整剖析相關(guān)理論,為后文做鋪墊；相關(guān)理論闡述后,全面、深入地分析了我國高職院�？冃Э己说默F(xiàn)狀和存在的問題,從“觀念到執(zhí)行”,從“執(zhí)行到反饋途徑”均作了深入分析,力求將存在的問題剖析全面完整；而后,借鑒幾個重要國家的教師績效考核體系,進行對比研究,提出構(gòu)建我國高職院校教師績效考核所應(yīng)該遵循的原則,并針對存在的具體問題提出相應(yīng)的完善建議。最后,回歸實踐,對HY職業(yè)技術(shù)學(xué)院的教師績效考核進行深入剖析,在其現(xiàn)有的考核體系基礎(chǔ)上,分析其優(yōu)劣性,并提出相關(guān)完善建議。全文將理論和實例相結(jié)合,較好地完成了探討研究。 通過研究,本文得出高職院�？冃Э己藨�(yīng)當(dāng)遵循的原則和完善的共同途徑,同時也將對與績效考核相關(guān)的如“績效指標(biāo)體系”、高職院校教師“績效權(quán)重”比例等在往后做更全面的研究。
[Abstract]:Although the history of the development of higher vocational education is short, it is the cradle of cultivating skilled talents. Up to now, there are more than 1100 higher vocational colleges and nearly 8 million students in our country. It has basically realized the pattern of setting up at least one higher vocational college in each prefecture and city. With the development, how to seek more and better development under the competition of ordinary colleges and universities has become the common vision of higher vocational colleges. There is no doubt that the key to the quality of talent training in higher vocational education is the teaching staff. The individual quality of teachers and the strength of the overall level are directly related to the quality of running higher vocational colleges. As the central link of school human resource management, teachers' performance appraisal has been paid close attention to and attached great importance to by higher vocational colleges, and it has been regarded as an important means to improve the quality of teachers and promote the development of schools. However, due to the lack of scientific guidance, the performance appraisal system is not perfect enough, there are still a variety of drawbacks in the evaluation work, such as unscientific concept, unclear objectives, imperfect system, unscientific system, and the effect is not obvious and so on. Therefore, how to explore an effective teacher performance appraisal system in higher vocational colleges is an important research topic of human resources management in higher vocational colleges. According to the idea of putting forward the problem, analyzing the problem to solving the problem, this paper first discusses the related theory of performance appraisal, including the performance appraisal, the main body of teachers, The influencing factors of teacher performance appraisal index and the theoretical basis and evaluation method of teacher performance appraisal strive to fully analyze the relevant theories and pave the way for the following. After expounding the relevant theories, this paper comprehensively and deeply analyzes the present situation and existing problems of performance appraisal in higher vocational colleges in China, from "concept to implementation", from "execution to feedback". Strive to analyze and complete the existing problems in an all-round way; Then, using the teacher performance appraisal system of several important countries for reference, this paper makes a comparative study, puts forward the principles that should be followed in constructing the teacher performance appraisal of higher vocational colleges in our country, and puts forward some corresponding suggestions for perfecting the existing problems. Finally, returning to practice, this paper deeply analyzes the teacher performance appraisal of HY Vocational and Technical College, analyzes its advantages and disadvantages on the basis of its existing assessment system, and puts forward some suggestions for improvement. In this paper, the theory and examples are combined to complete the discussion and research. Through the research, this paper obtains the principles that should be followed and the common ways to improve the performance appraisal of higher vocational colleges, at the same time, it will also deal with the performance appraisal related to the "performance index system". The proportion of "performance weight" of teachers in higher vocational colleges will be studied more comprehensively in the future.
【學(xué)位授予單位】：廣東工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：G717.2

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