A高等职业学院教师绩效管理研究

发布时间：2018-01-08 20:21

本文关键词：A高等职业学院教师绩效管理研究　出处：《天津大学》2012年硕士论文　论文类型：学位论文

【摘要】：近十年来，高职院校如雨后春笋般茁壮成长，为生产、服务一线培养了大量高素质技能型人才。与此同时，高职院校人事管理改革初具成效，人力资源管理理念深入人心，，并实施了绩效管理。本文结合国内外人力资源绩效管理的相关研究，在对A高职人力资源绩效管理应用现状的实地调研后，指出其存在的绩效管理问题。例如高职称教师仅承担授课工作不愿承担学校建设发展的具体工作，仅有少数具有创新精神的青年教师能够挑起工作的重担，教师工作积极性低；普通水平教师过剩，高层次专业名师匮乏，学术气氛缺乏，教师科研能力差；教师每天忙于完成授课任务，参加教学研讨的热情低，没有达到最佳的教学效果。高职学院师资绩效管理水平的落后使高职院校改革无法达到应有的效果。因此作者对A高职教师绩效管理体制进行了系统性思考与原因分析，为高水平高素质教师队伍建设提供了有价值的建议和解决对策。本文在对A高职学院教师进行绩效管理满意度调查的基础上，分析了学校在绩效计划、绩效实施、绩效考核、绩效反馈过程出现的问题，设计出满足A高职实际需求的绩效管理体系并提出了实施过程中的建议。在今后A高职学院的改革建设过程，本研究对A高职学院以启示，使其能够打造品牌特色，提升竞争力。同时本研究也为其他高职院校进行绩效管理提供参考，提升高职院校人力资源绩效管理整体水平，推动高职院校可持续发展。
[Abstract]:In the past ten years, higher vocational colleges have mushroomed and developed a large number of high-quality skilled personnel for production and service. At the same time, the reform of personnel management in higher vocational colleges is beginning to achieve results. The concept of human resource management is deeply rooted in people's heart, and performance management has been implemented. This article combines the domestic and foreign human resources performance management related research, after the field investigation to the A higher vocational school human resources performance management application present situation. It points out the problems of performance management. For example, teachers with high professional titles are not willing to undertake the specific work of school construction and development only, and only a few young teachers with innovative spirit can shoulder the burden of work. The enthusiasm of teachers is low; The common level teacher surplus, the high-level specialized famous teacher is scarce, the academic atmosphere lacks, the teacher scientific research ability is poor; Teachers are busy with the task of teaching every day, the enthusiasm to participate in teaching seminars is low. The laggard level of teachers' performance management in higher vocational colleges makes the reform of higher vocational colleges unable to achieve the desired results. Therefore, the author makes a systematic thinking on the performance management system of A higher vocational teachers. Cause analysis. It provides valuable suggestions and solutions for the construction of high-level and high-quality teachers. Based on the investigation of teachers' satisfaction with performance management, this paper analyzes the problems in the process of performance planning, performance implementation, performance appraisal and performance feedback. This paper designs a performance management system to meet the actual needs of A higher vocational schools and puts forward some suggestions in the process of implementation. In the process of reform and construction of A higher vocational college in the future, this study will enlighten the A higher vocational college so that it can build brand characteristics. At the same time, this study also provides reference for other higher vocational colleges to conduct performance management, improve the overall level of human resources performance management, and promote the sustainable development of vocational colleges.
【学位授予单位】：天津大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G717.2

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