XXT公司教研人员绩效考核体系优化设计

发布时间：2018-01-28 04:21

本文关键词： 绩效考核教研人员平衡计分卡　出处：《郑州大学》2017年硕士论文　论文类型：学位论文

【摘要】：近年来,人们越来越认识到教育的重要性,随着互联网的发展,教育形式也呈现出多样化。教育形式不再拘泥于传统教育,在线教育也为越来越多的人所接受和认可。依托于互联网,教育培训产业获得了飞速发展,成为未来最具发展潜力的产业之一。由于发展迅速,在线教育企业当前面临严峻的市场竞争局面,教育机构之间恶性挖人,教研人才跳槽频繁,致使教育行业的人力成本大大提高。在在线教育行业,教研人员作为企业核心人员,承担教育产品研发和授课等关键工作。为了能够培养和吸引在线教育企业的核心人才,需要完善公司治理结构、提高企业的竞争力。在公司科学管理制度的设计中,绩效考核作为人力资源管理的重要组成部分,具有非常重要的作用。XXT教育科技有限公司所属教育培训部门教研人员离职率非常高,教研人员大量流失增加了企业的人力成本。经调查了解,大多数教研人员跳槽原因主要是对公司管理和绩效考核体系不满。因此,提高教研人员对绩效考核体系的满意度,优化公司对教研人员的绩效考核体系,从而提升公司管理水平,对XXT公司来说是一项非常重要的工作。本文以XXT公司教育培训部门的教研人员为研究对象,对其绩效考核现状进行研究,借助于对教研人员进行访谈、问卷调查,分析并诊断出当前教研人员绩效考核中存在绩效考核水平不足、领导对绩效考核不够重视、绩效考核周期长、绩效指标选取不合理、员工对绩效考核缺乏了解、缺乏绩效沟通、绩效考核结果反馈不足等问题,无法满足公司的发展目标和提高公司在教育行业市场竞争力的需要。针对研究发现的绩效考核中的问题,为了优化XXT公司教研人员的绩效考核体系并提升公司管理水平,通过对XXT公司进行SWOT分析,确定公司战略、部门战略,绘制部门战略地图,进而构建教研人员关键绩效指标体系,开发教研人员个人平衡计分卡,并提出优化设计后的绩效考核体系的实施流程及实施保障,为在线教育培训行业的其他企业或机构提供借鉴。
[Abstract]:In recent years, more and more people realize the importance of education, with the development of the Internet, the forms of education also present a variety. The forms of education are no longer restricted to traditional education. Online education is also accepted and recognized by more and more people. Relying on the Internet, the education and training industry has developed rapidly and become one of the most promising industries in the future. At present, online education enterprises are facing a severe market competition situation, the vicious digging between educational institutions, frequent job-hopping of teaching and research personnel, resulting in a great increase in the human costs of the education industry, in the online education industry. As the core personnel of the enterprise, the teaching and research staff undertake the key work of educational product research and development and teaching. In order to train and attract the core talents of the online education enterprise, we need to perfect the corporate governance structure. Improve the competitiveness of enterprises. In the design of scientific management system, performance appraisal is an important part of human resource management. It has a very important role. XXT Educational Technology Co., Ltd. The education and training department staff turnover rate is very high, a large number of teaching and research staff loss increased the human costs of enterprises. The main reason for most teachers and researchers to switch jobs is dissatisfaction with the company management and performance appraisal system. Therefore, improve the satisfaction of teaching and research staff to the performance appraisal system, optimize the company performance appraisal system for teaching and research staff. In order to improve the management level of the company is a very important work for the XXT company. This paper takes the teaching and research staff of the education and training department of the XXT company as the research object to study the current situation of the performance appraisal. With the help of interviews and questionnaires to the teaching and research staff, this paper analyzes and diagnoses that the current performance appraisal of teaching and research staff is inadequate, the leaders do not pay enough attention to the performance appraisal, and the performance appraisal cycle is long. The selection of performance indicators is unreasonable, staff lack of understanding of performance appraisal, lack of performance communication, performance evaluation results feedback is insufficient and so on. Unable to meet the company's development goals and improve the company's market competitiveness in the education industry. In order to optimize the performance appraisal system of the teaching and research staff of XXT company and improve the management level of the company, through the SWOT analysis of XXT company, determine the company strategy, department strategy, draw the strategic map of the department. Then it constructs the key performance index system of teaching and research staff, develops the personal balanced scorecard of teaching and research staff, and puts forward the implementation process and implementation guarantee of the optimized design performance appraisal system. For online education and training industry for other enterprises or institutions to provide reference.
【学位授予单位】：郑州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G523;F272.92

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