四川H职业学校教师绩效考评研究

发布时间：2018-11-09 10:33

【摘要】：我国正处于“十二五”规划纲要实施的关键时期,中职教育的推广和改革,对促进国家发展和社会经济增长,有着不可低估的作用,也是提高劳动者素质和解决国家就业问题的有效途径。如今多数中职学校,教师绩效考评管理中的考评方法,坚持使用传统的奖惩性评价机制,从教师的“德、能、勤、绩”四方面,针对教师全年的教学职责履行情况进行考评,对学校教师的管理和教师的个人发展起到了重要的作用。但是,这种对教师的绩效考评方式,在实际运用中,却出现诸多的现实问题。考评基本流于形式,教师长期处于被动的考评,不仅没有达到激励机制的效果,反而对教师的工作激情造成挫伤,抑制教师的正常发挥,带来很多负面影响。中职学校教师的绩效考评必须要突出教师的职业性质,在保障教师完成教书育人的基本职能上,还要建立以学生学习技能为本位、以学生职业为导向的教师绩效管理体系。本文采用综合分析法、文献综述法以及实例验证的方法,结合对考评对象的实地访谈,在有关绩效考评的理论基础之上,借鉴国内外相关学者文献综述以及一些中职学校的先进绩效考评经验,从中职学校教师的人力资源管理现状入手,分析和剖析了目前中职学校教师绩效考评体系所取得的一些成绩以及存在和出现的一些问题,同时引出了本论文研究的中心思想和核心内容：根据四川H职业学校教师绩效考评的现状,利用绩效的相关理论基础和对学校教师的实地访谈,分析学校教师绩效考评存在问题的根源,再次设计绩效考评指标的建立和对应权重的分配,进一步优化现有的绩效考评体系,从绩效考评、教师薪酬与激励重新设计一套适合四川H职业学校教师绩效考评的体系,并增添了设立绩效考评委员会和对教师进行培训等内容,坚持以：适应中职、激励竞争、优劳优酬和优胜劣汰的方向和原则,实现新的绩效考评体系对学校绩效考评的真实意义,对促进学校的良性发展和推进学校发展战略目标的实现有着十分重要的意义。本文建立在对四川H学校的教师绩效考评现状分析基础上,创建新的考评模式,在职业教育快速发展的今天,对其他中职学校的教师绩效考评具有一定的借鉴和引导意义。
[Abstract]:China is in the critical period of the implementation of the 12th Five-Year Plan. The promotion and reform of secondary vocational education can not be underestimated in promoting national development and social and economic growth. It is also an effective way to improve the quality of workers and solve the national employment problem. Nowadays, in most secondary vocational schools, the evaluation methods in the management of teachers' performance evaluation persist in using the traditional evaluation mechanism of rewards and punishments. From the four aspects of teachers'"morality, ability, diligence and achievement", the teachers' performance of teaching duties throughout the year is evaluated. It plays an important role in the management of school teachers and the personal development of teachers. However, there are many practical problems in the practical application of this kind of performance evaluation for teachers. The appraisal is basically just a formality, the teacher is in the passive appraisal for a long time, not only did not achieve the effect of the incentive mechanism, but on the contrary, caused the contusion to the teacher's work passion, restrained the teacher's normal play, brought many negative effects. The performance evaluation of teachers in secondary vocational schools must stress the professional nature of teachers, and establish a teacher performance management system based on students' learning skills and guided by students' occupation in order to ensure teachers to complete the basic functions of teaching and educating people. This paper adopts the methods of comprehensive analysis, literature review and example verification, combined with the field interview of the evaluation object, on the basis of the theory of performance appraisal. Based on the literature review of relevant scholars at home and abroad and the advanced performance evaluation experience of some secondary vocational schools, this paper starts with the current situation of human resource management of teachers in secondary vocational schools. This paper analyzes and analyzes some achievements and problems existing in the performance appraisal system of teachers in secondary vocational schools. At the same time, it leads to the central idea and core content of this paper: according to the present situation of teacher performance evaluation in H vocational school in Sichuan province, using the relevant theory foundation of performance and the field interview to school teacher. This paper analyzes the root causes of the problems existing in the performance appraisal of school teachers, designs the establishment of the performance appraisal index and the distribution of the corresponding weights, and further optimizes the existing performance appraisal system. Teachers' compensation and incentive have been redesigned to suit the performance evaluation system of teachers in Sichuan H vocational school, and the contents of setting up performance evaluation committee and training teachers have been added to persist in: adapting to secondary vocational school, encouraging competition, etc. The direction and principle of superior pay and survival of the fittest, the realization of the new performance appraisal system is of great significance to the real significance of school performance evaluation, to promote the benign development of the school and to promote the realization of the strategic goal of school development. Based on the analysis of the current situation of teacher performance evaluation in H school in Sichuan province, this paper establishes a new evaluation model, which has certain reference and guiding significance for teachers' performance evaluation in other secondary vocational schools with the rapid development of vocational education today.
【学位授予单位】：成都理工大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：G717.2

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