S学校教职工绩效考评系统改进设计

发布时间：2018-04-10 13:10

本文选题：绩效考评 + 流程分析　；参考：《山东大学》2013年硕士论文

【摘要】：2010-2020年《国家中长期教育改革和发展规划纲要》提出：要大力发展职业教育,并把发展职业教育作为推动经济发展、促进就业、改善民生以及解决“三农”问题的重要途径。国家从战略层面对职业教育的发展提出了长期规划,并从政策、措施等方面提供完善的保障。职业教育的发展离不开一支优秀的教师队伍,而优秀的教师队伍是发展职业教育的基础,如何吸引并留住优秀人才特别是技能型人才加入到职业教育中来,是提高职业教育质量、推动职业教育发展的关键一环。为此,需要建立一套科学的绩效考评体系,形成科学完备的考评和激励机制来吸引和留住人才。毋庸置疑,科学、有效的绩效考评体系将有利于激发个人潜能,促进教师提高教育教学技能,促进管理人员提升工作绩效,从而推动职业教育的健康发展。目前,国内中等职业学校的教职工绩效考评机制还处在探索、发展阶段,该领域的理论不够丰富,实践经验也缺乏有效的总结和推广,现实中还存在许多问题需要探讨与研究,亟待提出科学的解决方法。本文从绩效考评理论入手,由表及里,介绍了绩效考评的内涵与作用、方法以及结果应用等内容。以s学校为例,采用案例分析的方法,客观详实地介绍了学校和教职员工的基本情况,教学对象特点及对教师的要求,重点介绍了对教师、管理人员等各类人员的绩效考评情况,客观分析了现行绩效考评体系存在的考评指标模糊、指标权重设计不合理、考评主体不全面、考评缺乏反馈机制等问题。针对S学校目前教职工绩效考评中存在的问题,笔者运用IE中相关理论提出一些改进对策并设计开发了绩效考评软件系统。改进后的绩效考评系统不仅有效地调动了教职工的工作热情,激发了教职工的创造性,促进了教研教改活动,提高了教育教学质量,而且畅通了专业教师的晋升通道,稳定了教师队伍,从而有利于职业教育的健康发展。
[Abstract]:The outline of the National medium and long term Education Reform and Development Plan 2010-2020 puts forward that vocational education should be developed vigorously, and the development of vocational education should be regarded as an important way to promote economic development, promote employment, improve people's livelihood and solve the problems of agriculture, rural areas and farmers.The state puts forward a long-term plan for the development of vocational education from the strategic level and provides perfect guarantee from the aspects of policies and measures.The development of vocational education can not be separated from an excellent team of teachers, and the excellent team of teachers is the basis of the development of vocational education. How to attract and retain outstanding talents, especially skilled talents, to join in vocational education,It is the key to improve the quality of vocational education and promote the development of vocational education.Therefore, it is necessary to establish a scientific performance appraisal system and form a scientific and complete evaluation and incentive mechanism to attract and retain talents.Undoubtedly, scientific and effective performance appraisal system will help to stimulate individual potential, promote teachers to improve teaching skills, promote managers to improve job performance, and thus promote the healthy development of vocational education.At present, the performance evaluation mechanism of teaching staff in secondary vocational schools in China is still in the stage of exploration and development, the theory in this field is not rich enough, the practical experience is also lack of effective summary and popularization, and there are still many problems to be explored and studied in reality.It is urgent to put forward scientific solutions.Starting with the theory of performance appraisal, this paper introduces the connotation and function, methods and application of performance appraisal from the outside to the inside.Taking s school as an example, this paper introduces the basic situation of school and teaching staff, the characteristics of teaching objects and the requirements of teachers, with the method of case analysis.This paper analyzes objectively the problems existing in the current performance appraisal system, such as the fuzzy evaluation index, the unreasonable design of index weight, the incomplete evaluation subject and the lack of feedback mechanism.In view of the problems existing in the performance appraisal of the teaching staff in S school, the author puts forward some improvement countermeasures and designs and develops the performance evaluation software system by using the relevant theories in IE.The improved performance appraisal system not only effectively mobilized the enthusiasm of teaching staff, stimulated the creativity of teaching staff, promoted teaching and research reform activities, improved the quality of education and teaching, but also unblocked the path of professional teachers' promotion.Stabilized the teaching staff, thus conducive to the healthy development of vocational education.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G717.2

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