SY艺校教师绩效考核体系设计研究

发布时间：2018-06-24 21:24

本文选题：绩效考核 + 艺校教师　；参考：《大连理工大学》2012年硕士论文

【摘要】：绩效考核理论在中国得到了深入的发展,但多用于企业。鉴于此,本文尝试将绩效考核运用于艺术学校教师人力资源管理中。目前,国内艺术学校教师绩效考核的研究方法较单一,而以关键指标为核心的艺术学校教师绩效考核体系可以测评与当前时代背景相符合的教师素质,从而进一步丰富学校教师绩效考核理论,具有重要的时代意义。绩效考核是运用科学的方法来评定教师在工作效果和行为上的成效,以实现完成学校的总体目标和改善教师个人工作绩效的目的。同时,绩效考核是教师聘任、晋级、奖惩、留用及解聘的重要依据,对学校的有效管理及教师专业发展具有促进及反馈作用。本文以SY艺术学校为研究主体,在人力资源管理的相关理论和研究成果的指导下,总结艺术学校在培养方向、教师资源等方面的特点,揭示现有绩效考核管理方式的问题和误区；对SY艺术学校现有绩效考核管理进行解剖式分析。通过调查、观察现行绩效考核的实际运作情况,对SY艺校现行人力资源管理的优势和不足进行总结分析。研究了SY艺校教师的个性特征、教育背景特征和教学特征等方面。在分析的基础上,结合SY艺校的实际情况,重点对绩效考核的相关因素和方法进行了研究,提出了具体的、可操作的绩效考核方案,力求探索出一套适合艺术类学校使用的教师绩效考核管理机制,为艺术学校科学管理提供帮助,从而达到薪资水平、人力资源配置、教育培训等方面的优化决策。本文以实证研究为基础,寻找艺术学校教师绩效考核的关键指标,把理论研究与实证研究相结合,同时也是检验和发展现有理论,为理论研究奠定基础。同时,弥补了艺术学校教师绩效考核实证研究的不足,拓展了绩效考核研究的领域。
[Abstract]:The theory of performance appraisal has been developed deeply in China, but it is mostly used in enterprises. In view of this, this paper tries to apply performance appraisal to the human resource management of art school teachers. At present, the research method of teachers' performance assessment in art schools in China is relatively single, and the performance appraisal system of art school teachers with key indicators as the core can evaluate the teachers' qualities in accordance with the background of the present era. Thus further enrich the school teacher performance appraisal theory, has the important time significance. Performance appraisal is to use scientific method to evaluate teachers' performance in work and behavior in order to achieve the overall goal of school and to improve teachers' individual work performance. At the same time, performance appraisal is an important basis for teachers' appointment, promotion, reward and punishment, retention and dismissal, which can promote and feedback the effective management of schools and the professional development of teachers. This article takes sy Art School as the research subject, under the guidance of the related theories and research results of human resource management, summarizes the characteristics of art school in training direction, teacher resources and so on. This paper reveals the problems and misunderstandings of the existing performance appraisal management, and analyzes the existing performance appraisal management in sy Art School. Through investigation, the actual operation of the current performance appraisal is observed, and the advantages and disadvantages of the current human resource management in sy Art School are summarized and analyzed. This paper studies the teachers' personality, educational background and teaching characteristics of sy Art School. On the basis of the analysis, combined with the actual situation of sy Art School, the relevant factors and methods of performance appraisal are studied, and the concrete and operable performance appraisal scheme is put forward. This paper tries to explore a set of management mechanism of teachers' performance evaluation which is suitable for art schools to provide help for the scientific management of art schools so as to reach the optimal decision of salary level, human resource allocation, education and training, and so on. On the basis of empirical research, this paper looks for the key indicators of teachers' performance evaluation in art schools, combines theoretical research with empirical research, and also tests and develops existing theories, which lays a foundation for theoretical research. At the same time, it makes up for the deficiency of the empirical research on the performance appraisal of art school teachers, and expands the field of the performance appraisal research.
【学位授予单位】：大连理工大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G717.2

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