江西S高职技术学院教师绩效考核问题的研究

发布时间：2019-01-18 13:58

【摘要】：高职院校教师的整体素质是其核心力量所在。提高教师队伍的整体素质是一项系统工程,而教师绩效考核是其中一个重要的方面。但是,高职教育经过这些年的发展,教师的绩效考核模式或者是基本借鉴甚至照搬本科院校的考核模式,或者是保留和沿用了其前身原来中专学校的绩效考核模式,绩效考核体系或多或少都存一定的问题,没有完全针对高职教育和高职教师特点,绩效考核的作用得不到充分的发挥。本文在查阅大量资料的基础上,通过运用文献研究法、对比分析法、案例分析法等研究方法,对江西S高职学院进行了个案研究,发现S院校当前在绩效考核方面存在着一些问题与弊端,包括：绩效考核定位模糊,缺少明确的目的性；考核指标设定欠缺科学性,未充分体现高职特色；考核方法仍需要改进；学生评价教师教学模块不够合理；绩效考核结果的反馈机制不健全；教师在绩效管理过程的参与程度不够。通过进一步分析发现,产生这些弊端的原因主要有：对绩效考核认识不足；绩效管理过程,缺乏必要的双向沟通；实施绩效考核过程中,监督控制机制管理不到位；学校未关注考核组织的合理性；未建立绩效考评结果的申诉渠道；部门管理领导缺乏管理技能。最后,要解决这些问题,应该从以下这个方面的着手：重建合理的考核流程系统；确立科学的绩效考核指标；采用更加科学的绩效考核方法；建立有效的考核结果反馈机制；完善绩效考核实施配套措施等。
[Abstract]:The overall quality of teachers in higher vocational colleges is its core strength. It is a systematic project to improve the overall quality of teachers, and teacher performance evaluation is one of the important aspects. However, after the development of higher vocational education over the years, the performance appraisal model of teachers is either basic reference or even copy of the assessment model of undergraduate colleges, or it is to retain and follow the performance appraisal model of its predecessor secondary school. There are some problems in the performance appraisal system more or less. The function of performance appraisal is not given full play because of the characteristics of higher vocational education and teachers. On the basis of consulting a lot of data, this paper makes a case study of Jiangxi S higher Vocational College by using the methods of literature research, comparative analysis, case analysis and so on. It is found that there are some problems and drawbacks in the performance appraisal of S colleges, including: vague orientation of performance appraisal, lack of clear purpose; The setting of assessment index is not scientific and reflects the characteristics of higher vocational education; the assessment method still needs to be improved; the teaching module of student evaluation is not reasonable; the feedback mechanism of the result of performance appraisal is not perfect; Teachers' participation in the performance management process is not enough. Through further analysis, it is found that the main reasons for these drawbacks are: lack of understanding of performance appraisal; performance management process, lack of necessary two-way communication; implementation of performance appraisal process, supervision and control mechanism management is not in place; The school did not pay attention to the rationality of the appraisal organization, did not establish the appeal channel of the performance appraisal result, and the department management leader lacked the management skill. Finally, in order to solve these problems, we should start from the following aspects: to rebuild a reasonable assessment process system; to establish scientific performance appraisal indicators; to adopt more scientific performance appraisal methods; to establish an effective feedback mechanism for evaluation results; Improve performance appraisal and implement supporting measures.
【学位授予单位】：南昌大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G717.2

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