巴音郭楞职业技术学院外聘教师绩效管理问题研究

发布时间：2018-07-24 16:03

【摘要】：教育问题关系着人才的培养和社会建设,受到国家的重视。伴随着我国教育事业的进步,高等教育作为教育体系不可或缺的组成部分,对整个教育事业的作用不容忽视。高等教育的形式日益多样化,其中高职教育近年地位和作用逐渐明显。高职教育培养的人才,具有较强的操作技能,属于社会需要的应用型人才。要想培养更多高素质人才,仅仅依靠校内教师的力量是远远不够的,而且随着学生人数的增加,教师资源日益紧张,两者之间的矛盾突出。于是为了缓解这一矛盾,高职院校开始外聘教师,成为师资力量的重要补充。近年来,外聘教师队伍成了一股强大的中流砒柱,发挥了不可替代的作用。但目前由于多种原因,部分高职院校仍存在外聘教师流动性大、管理困难、增长缓慢等现象,究其原因在于学校对该部分人力资源管理的不完善。作为人力资源管理核心的绩效管理,对外聘教师队伍的稳定性和积极性有着重要的作用。因此,如何解决各院校外聘教师绩效管理中存在的问题,构建规范化、科学化的外聘教师绩效管理体系,已成为我国高等教育尤其是职业院校迫切需要解决的问题。本文以巴音郭楞职业技术院校外聘教师绩效管理为研究内容,以绩效管理相关理论为基础,通过采用调查问卷、人员访谈等方式,并对获得的数据进行统计分析,了解巴音郭楞职业技术学院外聘教师绩效管理满意程度,并发现其中存在的问题。针对这些问题,对巴音郭楞职业技术学院外聘教训绩效管理系统,从绩效计划、绩效实施、绩效考核和绩效反馈四方面进行优化设计。在制定绩效计划的基础上,通过绩效实施与外聘教师进行沟通采用关键指标法(KPI),从三个层面构建了外聘教师的业绩指标体系;最后从加强学校绩效管理重视程度、完善外聘教师绩效管理制度、明确绩效管理目标和加强沟通、合理运用绩效考核结果等四个方面提出绩效管理实施的保障措施。
[Abstract]:Education is related to the cultivation of talents and social construction, and has been attached importance to by the state. With the progress of education in China, higher education, as an indispensable part of the educational system, can not be ignored. The form of higher education is becoming more and more diversified, among which the status and function of higher vocational education are gradually obvious in recent years. The talents trained in higher vocational education have strong operational skills and belong to the social needs of applied talents. In order to cultivate more high-quality talents, it is far from enough to rely on the strength of teachers in the school, and with the increase of the number of students, the teachers' resources are increasingly tight, and the contradiction between the two is prominent. Therefore, in order to alleviate this contradiction, vocational colleges began to recruit teachers and become an important supplement to teachers' strength. In recent years, the team of external teachers has become a strong medium-flow arsenical column, played an irreplaceable role. However, due to various reasons, some higher vocational colleges still have some phenomena, such as high mobility of external teachers, difficult management, slow growth and so on. The reason lies in the imperfect management of human resources. As the core of human resource management, performance management plays an important role in the stability and enthusiasm of external teachers. Therefore, how to solve the problems existing in the performance management of external teachers in colleges and universities, and how to construct a standardized and scientific performance management system of external teachers has become an urgent problem for our higher education, especially vocational colleges. This paper takes the performance management of external teachers in Baryinguleng Vocational and Technical College as the research content, based on the theory of performance management, through the use of questionnaires, personnel interviews and other methods, and carries on statistical analysis to the obtained data. To understand the performance management satisfaction of external teachers in Bayingruoleng Vocational and Technical College, and find out the existing problems. Aiming at these problems, the paper optimizes the performance management system of Baryinguleng Vocational and Technical College from four aspects: performance plan, performance implementation, performance appraisal and performance feedback. On the basis of making performance plan, the paper constructs the performance index system of external teachers from three levels through performance implementation and communication with external teachers by using key index method (KPI),). Finally, it emphasizes on strengthening school performance management. To perfect the performance management system of external teachers, to clarify the objectives of performance management, to strengthen communication, and to make use of the results of performance appraisal to ensure the implementation of performance management.
【学位授予单位】：石河子大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G717.2

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