研究生签名： 时间： 年 月 日
导师签名： 时间： 年 月 日I
摘要
教育问题关系着人才的培养和社会建设，受到国家的重视。伴随着我国教育事业的进步，高等
教育作为教育体系不可或缺的组成部分，对整个教育事业的作用不容忽视。高等教育的形式日益多
样化，其中高职教育近年地位和作用逐渐明显。高职教育培养的人才，具有较强的操作技能，属于
社会需要的应用型人才。要想培养更多高素质人才，仅仅依靠校内教师的力量是远远不够的，而且
随着学生人数的增加，教师资源日益紧张，两者之间的矛盾突出。于是为了缓解这一矛盾，高职院
校开始外聘教师，成为师资力量的重要补充

近年来，外聘教师队伍成了一股强大的中流砒柱， 发挥了不可替代的作用。但目前由于多种原
因，部分高职院校仍存在外聘教师流动性大、管理困难、增长缓慢等现象，究其原因在于学校对该
部分人力资源管理的不完善。作为人力资源管理核心的绩效管理，对外聘教师队伍的稳定性和积极
性有着重要的作用。因此，如何解决各院校外聘教师绩效管理中存在的问题，构建规范化、科学化
的外聘教师绩效管理体系，已成为我国高等教育尤其是职业院校迫切需要解决的问题

本文以巴音郭楞职业技术院校外聘教师绩效管理为研究内容，以绩效管理相关理论为基础，通
过采用调查问卷、人员访谈等方式，并对获得的数据进行统计分析，了解巴音郭楞职业技术学院外
聘教师绩效管理满意程度，并发现其中存在的问题。针对这些问题，对巴音郭楞职业技术学院外聘
教训绩效管理系统，从绩效计划、绩效实施、绩效考核和绩效反馈四方面进行优化设计。在制定绩
效计划的基础上，通过绩效实施与外聘教师进行沟通采用关键指标法（KPI），从三个层面构建了外
聘教师的业绩指标体系；最后从加强学校绩效管理重视程度、完善外聘教师绩效管理制度、明确绩
效管理目标和加强沟通、合理运用绩效考核结果等四个方面提出绩效管理实施的保障措施

关键词：绩效管理；外聘教师；巴音郭楞职业学院；绩效考核II
Abstract
Education is related with the cultivation of talents and social construction, have drawn the attention of
the countries. With the progress of the education in China, higher education as an integral part of education
system, the role of nots allow to ignore the whole education career. The form of higher education is
becoming more and more diversified, including higher vocational education status and role increasingly
obvious in recent years. Higher vocational education to cultivate talents with strong operation skills,
belongs to the social need of applied talents. To cultivate more high-quality talent, just rely on the school
teachers strength is not enough, and with the increase of the number of students, teacher resources
increasingly tense, the contradiction between the two. So in order to alleviate this contradiction, and start of
part-time teachers in higher vocational colleges, became important supplement of the faculty.
In recent years, part-time teachers has become a powerful shed arsenic column, played an irreplaceable role.
But at the moment due to a variety of reasons, some higher vocational colleges is still management of
part-time teachers&39; fluidity big, difficult, slow growth, the reason lies in the school on the part of human
resource management is not perfect. As the core of performance management, human resources
management of part-time teachers&39; team stability and motivation plays an important role. Therefore, how to
solve the problems existing in the management of part-time teachers&39; performance, build a standardized,
scientific system of management of part-time teachers&39; performance, has become our country&39;s higher
education, especially vocational colleges is an urgent need to solve the problem.
In this paper, the general vocational colleges part-time teachers&39; performance management as the research
content, on the basis of performance management related theory, through the adoption of questionnaire and
interview with personnel, and the statistical analysis of data obtained to understand the general vocational
and technical college of part-time teachers&39; satisfaction with performance management, and found that there
were problems. To solve these problems, the general external vocational and technical college teaching
performance management system, from the performance plans, performance implementation, performance
evaluation and performance feedback four aspects of optimizing design. On the basis of the performance
plan, communication through the implementation and part-time teachers&39; performance by key indicators
(KPI), from three levels: the index system of part-time teachers&39; performance; Finally from performance
management to strengthen school importance, perfecting the management of part-time teachers&39;
performance management system, specific performance targets and strengthen communication and
reasonable use of performance appraisal results in four aspects, such as performance management
implementation safeguard measures are put forward.
Key words: performance management; external teacher; BaYin GuoLeng vocational and technical
college;Performance assessmentIII
目录
摘要 ........I
Abstract ...II
第一章 绪论 .1
1.1 研究背景 ........1
1.2 研究目的及意义 ..1
1.2.1 研究目的 ..1
1.2.2 研究意义 ..2
1.3 国内外研究现状...2
1.3.1 国外研究现状...........2
1.3.2 国内研究现状...........3
1.3.3 研究述评...4
1.4 研究内容与方法 ..5
1.4.1 研究内容...5
1.4.2 研究方法...6
第二章 相关概念及理论基础 ...........7
2.1 概念界定.........7
2.1.1 外聘教师 ..7
2.1.2 绩效管理 ..7
2.2 绩效管理相关理论基础 ........
82.2.1 系统理论...
82.2.2 目标管理理论...........
82.2.3 激励理论...9
2.3 绩效管理内容....10
2.4 绩效管理工具....11
2.3.1 关键指标法11
2.3.2 平衡计分卡11
2.3.3 目标管理法13
2.3.4 360 考核法13
第三章 巴音郭楞职业技术学院外聘教师绩效管理的现状 ..........14
3.1 巴音郭楞职业技术学院概况....14
3.1.1 学校概况..14
3.1.2 外聘教师概况及绩效管理的必要性....14
3.2 外聘教师绩效管理基本情况 ...15
3.3 外聘教师绩效管理现状的问卷调查与分析 ...16
3.3.1 问卷设计与发放 .......17
3.3.2 数据获取及处理 .......17
3.3.3 问卷调查描述性统计分析 ...........17
3.3.4 绩效管理现状调查统计分析 .........1
83.3.5 绩效管理满意度调查统计分析 .......22
3.4 访谈调研分析 ...23IV
第四章 巴音郭楞职业技术学院外聘教师绩效管理存在问题及原因 ..25
4.1 外聘教师绩效
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