新疆交通职业技术学院绩效考核体系研究
发布时间：2018-11-13 11:05
【摘要】：绩效考核是按照一定标准、程序和方法,对员工履行岗位职责,完成工作任务进行分析评价,为提高员工管理水平,提高工作积极性,起到积极作用。对员工进行绩效考核,有利于工作规范的形成,调控教师的工作行为向健康职业发展道路发展,建立公平的内部竞争机制,加强老师工作积极性,提升职业素质。同时,帮助学校领导发现工作中存在的问题,为改善管理提供决策依据。本文对新疆交通职业技术学院KPI考核体系的研究,在校内有助于提升教师工作积极性,完成教学、科研任务,对其他高职类院校进行绩效考核体系研究提供参考。本文通过对新疆交通职业技术学院现阶段的发展状况通过SWOT模型进行简要分析,指出学院发展的机遇与挑战;对学院的学生反馈、就业反馈等信息进行分析,了解现阶段教学存在的问题;与中层领导进行访谈,了解在教师管理、教学任务分配中存在的问题。根据同级别、同类型院校教师绩效考核中指标分配,部分教师5分值对考核指标进行附分,用SPSS软件,对分数进行分析,完善绩效考核指标。本文最终建立在建立考核组织框架、对学院发展目标及工作岗位进行分析的前提下,制定绩效考核的计划,按照绩效考核流程,在规定的考核标准下,进行考核评价,对考核结果进行评价、审议,根据反馈意见,对计划进行再更新。教师绩效考核中,希望管理层高度重视,在实施前做好筹备工作,重视对方案实施的全程跟踪管理。建立有效的沟通渠道,不定期与教师进行沟通,了解教师在工作中需要解决的问题。在绩效考核中,明确职责,建立奖惩制度。注重对教师个人发展和教师精神曾建的需求,提高教师对学院战略目标的认同感,引导教师树立正确的价值观,创造落实考评的文化氛围。教师绩效考核的研究是一项长期的工作,根据不同阶段学院的发展情况,适时进行调整。
[Abstract]:According to certain standards, procedures and methods, performance appraisal is an analysis and evaluation of the performance of staff's duties and tasks, so as to improve the staff's management level and improve their working enthusiasm and play a positive role. The performance appraisal of staff is beneficial to the formation of work norm, the regulation of teachers' work behavior to the development of healthy career development, the establishment of fair internal competition mechanism, the strengthening of teachers' enthusiasm for work and the promotion of professional quality. At the same time, help school leaders to identify problems in the work, to improve the management decision-making basis. In this paper, the study of KPI assessment system in Xinjiang Communication Vocational and Technical College is helpful to improve the enthusiasm of teachers, complete teaching and research tasks, and provide reference for other higher vocational colleges to study the performance appraisal system. Through the brief analysis of the current development of Xinjiang Traffic Vocational and Technical College through the SWOT model, this paper points out the opportunities and challenges of the development of the Institute. Through analyzing the information of students' feedback and employment feedback, we can find out the problems existing in the present teaching, and interview the middle level leaders to understand the problems in the management of teachers and the assignment of teaching tasks. According to the same level, teachers of the same type of colleges and universities in the allocation of indicators in the performance appraisal, some teachers 5 points to the assessment indicators attached to the assessment indicators, using SPSS software, score analysis, improve performance evaluation indicators. Under the premise of setting up the evaluation organization frame and analyzing the development goal and the working position of the college, this paper formulates the performance appraisal plan, according to the performance appraisal process, under the stipulated appraisal standard, carries on the appraisal. Evaluate, review and update the plan according to feedback. In the evaluation of teachers' performance, it is hoped that the management should attach great importance to the preparatory work before the implementation, and pay attention to the management of the whole process of the implementation of the program. Establish effective communication channels and communicate with teachers on a regular basis to understand the problems teachers need to solve in their work. In the performance appraisal, the clear duty, establishes the reward and punishment system. We should pay attention to teachers' personal development and the needs of teachers' spirit, improve teachers' identity with the strategic objectives of the college, guide teachers to set up correct values and create a cultural atmosphere for carrying out the evaluation. The research of teachers' performance evaluation is a long-term work, according to different stages of the development of colleges, timely adjustment.
【学位授予单位】：新疆大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G717
本文编号：2328916
[Abstract]:According to certain standards, procedures and methods, performance appraisal is an analysis and evaluation of the performance of staff's duties and tasks, so as to improve the staff's management level and improve their working enthusiasm and play a positive role. The performance appraisal of staff is beneficial to the formation of work norm, the regulation of teachers' work behavior to the development of healthy career development, the establishment of fair internal competition mechanism, the strengthening of teachers' enthusiasm for work and the promotion of professional quality. At the same time, help school leaders to identify problems in the work, to improve the management decision-making basis. In this paper, the study of KPI assessment system in Xinjiang Communication Vocational and Technical College is helpful to improve the enthusiasm of teachers, complete teaching and research tasks, and provide reference for other higher vocational colleges to study the performance appraisal system. Through the brief analysis of the current development of Xinjiang Traffic Vocational and Technical College through the SWOT model, this paper points out the opportunities and challenges of the development of the Institute. Through analyzing the information of students' feedback and employment feedback, we can find out the problems existing in the present teaching, and interview the middle level leaders to understand the problems in the management of teachers and the assignment of teaching tasks. According to the same level, teachers of the same type of colleges and universities in the allocation of indicators in the performance appraisal, some teachers 5 points to the assessment indicators attached to the assessment indicators, using SPSS software, score analysis, improve performance evaluation indicators. Under the premise of setting up the evaluation organization frame and analyzing the development goal and the working position of the college, this paper formulates the performance appraisal plan, according to the performance appraisal process, under the stipulated appraisal standard, carries on the appraisal. Evaluate, review and update the plan according to feedback. In the evaluation of teachers' performance, it is hoped that the management should attach great importance to the preparatory work before the implementation, and pay attention to the management of the whole process of the implementation of the program. Establish effective communication channels and communicate with teachers on a regular basis to understand the problems teachers need to solve in their work. In the performance appraisal, the clear duty, establishes the reward and punishment system. We should pay attention to teachers' personal development and the needs of teachers' spirit, improve teachers' identity with the strategic objectives of the college, guide teachers to set up correct values and create a cultural atmosphere for carrying out the evaluation. The research of teachers' performance evaluation is a long-term work, according to different stages of the development of colleges, timely adjustment.
【学位授予单位】：新疆大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G717
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