广州工程技术职业学院教师绩效考核体系优化设计研究
发布时间：2018-11-23 07:21
【摘要】：随着市场经济的蓬勃发展,高职院校作为我国应用型人才的主要输送基地,越来越受到社会的重视。因此,我们需要加快并深化高职教育的发展,努力提高高职院校的人才培养比率。而教师作为高职院校的主体,在这一过程中起着非常重要的作用。是否拥有一支稳定、高效的教师队伍,是能否有效提高高职院校人才培养率的关键。这就要求各高职院校需要拥有一套科学合理的教师绩效考核评估体系,去帮助教师发现自身在工作中的不足,促使他们不断改进。本文笔者以绩效考核的相关理论为基础,结合广州工程技术职业学院的实际情况,分析了该校现行绩效考核体系的现状、存在的问题及问题产生的原因。并从考核指标的选择与制定、考核方法及标准、考核指标权重的分配等几个方面入手,为广州工程技术职业学院现行的教师绩效考核体系设计了优化方案。 本文主要分为七个章节：第一章为导论。主要介绍了论文研究的背景与意义、研究的思路和方法以及论文研究框架等；第二章是论文的相关理论基础；第三章主要是对广州工程技术职业学院现行的教师绩效考核评估体系的介绍与分析。本章主要介绍了该院校现行教师考核体系的基本内容、运行状况及其所存在的问题；第四章分析了影响该院校教师评估体系运行效果的原因；第五章是对广州工程技术职业学院教师绩效考核评估体系进行的优化设计。内容主要包括：优化方案制定的原则、优化方案制定的路径及优化方案的具体内容；第六章提出了该优化方案的实施方法及保障措施。主要内容包括了考核体系的实施步骤及原则,考核体系的组织保障、经费保障及培训保障；第七章是本文的结论及对未来的展望。
[Abstract]:With the vigorous development of market economy, higher vocational colleges, as the main transportation base of applied talents, are paid more and more attention by the society. Therefore, we need to speed up and deepen the development of higher vocational education, and strive to improve the ratio of talent training in higher vocational colleges. As the main body of higher vocational colleges, teachers play a very important role in this process. Whether or not to have a stable and efficient teaching staff is the key to improve the talent training rate in higher vocational colleges. This requires higher vocational colleges to have a scientific and reasonable evaluation system of teachers' performance, to help teachers find their own shortcomings in the work, and to promote their continuous improvement. Based on the theory of performance appraisal and the actual situation of Guangzhou Institute of Engineering and Technology, this paper analyzes the present situation, problems and causes of the current performance appraisal system of Guangzhou Institute of Engineering and Technology. From the aspects of the selection and formulation of the assessment index, the evaluation method and standard, the distribution of the weight of the assessment index and so on, the optimization scheme is designed for the current teacher performance appraisal system of Guangzhou Engineering and Technology Vocational College. This article is divided into seven chapters: the first chapter is an introduction. This paper mainly introduces the background and significance of the research, the ideas and methods of the research and the research framework, etc. The second chapter is the theoretical basis of the paper. The third chapter is the introduction and analysis of the current teacher performance evaluation system in Guangzhou Institute of Engineering and Technology. This chapter mainly introduces the basic content, the running condition and the existing problems of the current teacher assessment system in this college, the fourth chapter analyzes the reasons that affect the running effect of the teacher assessment system in the university. The fifth chapter is the optimization design of the evaluation system of teachers' performance in Guangzhou Institute of Engineering and Technology. The main contents are as follows: the principle of the optimization scheme, the route of the optimization scheme and the concrete content of the optimization scheme; the sixth chapter puts forward the implementation method and the safeguard measures of the optimization scheme. The main contents include the implementation steps and principles of the evaluation system, the organizational security, the funding guarantee and the training guarantee of the evaluation system; the seventh chapter is the conclusion of this paper and the prospect of the future.
【学位授予单位】：兰州大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G718.5;G717.2
本文编号：2350752
[Abstract]:With the vigorous development of market economy, higher vocational colleges, as the main transportation base of applied talents, are paid more and more attention by the society. Therefore, we need to speed up and deepen the development of higher vocational education, and strive to improve the ratio of talent training in higher vocational colleges. As the main body of higher vocational colleges, teachers play a very important role in this process. Whether or not to have a stable and efficient teaching staff is the key to improve the talent training rate in higher vocational colleges. This requires higher vocational colleges to have a scientific and reasonable evaluation system of teachers' performance, to help teachers find their own shortcomings in the work, and to promote their continuous improvement. Based on the theory of performance appraisal and the actual situation of Guangzhou Institute of Engineering and Technology, this paper analyzes the present situation, problems and causes of the current performance appraisal system of Guangzhou Institute of Engineering and Technology. From the aspects of the selection and formulation of the assessment index, the evaluation method and standard, the distribution of the weight of the assessment index and so on, the optimization scheme is designed for the current teacher performance appraisal system of Guangzhou Engineering and Technology Vocational College. This article is divided into seven chapters: the first chapter is an introduction. This paper mainly introduces the background and significance of the research, the ideas and methods of the research and the research framework, etc. The second chapter is the theoretical basis of the paper. The third chapter is the introduction and analysis of the current teacher performance evaluation system in Guangzhou Institute of Engineering and Technology. This chapter mainly introduces the basic content, the running condition and the existing problems of the current teacher assessment system in this college, the fourth chapter analyzes the reasons that affect the running effect of the teacher assessment system in the university. The fifth chapter is the optimization design of the evaluation system of teachers' performance in Guangzhou Institute of Engineering and Technology. The main contents are as follows: the principle of the optimization scheme, the route of the optimization scheme and the concrete content of the optimization scheme; the sixth chapter puts forward the implementation method and the safeguard measures of the optimization scheme. The main contents include the implementation steps and principles of the evaluation system, the organizational security, the funding guarantee and the training guarantee of the evaluation system; the seventh chapter is the conclusion of this paper and the prospect of the future.
【学位授予单位】：兰州大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G718.5;G717.2
【参考文献】
中国期刊全文数据库 前6条
1 范秀成,英格玛·比约克曼;外商投资企业人力资源管理与绩效关系研究[J];管理科学学报;2003年02期
2 张月铭,陈新忠;新经济时代高校人力资源管理的变革与创新探讨[J];煤炭经济研究;2002年01期
3 谢合明;高校绩效考评体系建立初探[J];西南民族学院学报(哲学社会科学版);2001年08期
4 谢合明;高校院(系)绩效考评的综合评价[J];西南民族学院学报(哲学社会科学版);2001年12期
5 姜农娟;赵永乐;;扣分制度在企业绩效考核中的系统运用——以A房地产公司为例[J];中国人力资源开发;2009年06期
6 邱斌;;分公司绩效考核存在问题探讨及对策分析[J];现代经济信息;2009年04期
，本文编号：2350752
本文链接：https://www.wllwen.com/jiaoyulunwen/zhiyejiaoyulunwen/2350752.html
