摘要
1西安理工大学工商管理硕士学位论文
2摘要题 目：河南 H 高职院校教师绩效考核改善研究
专 业：工商管理
学员姓名：张 玲 学员签名：
指导教师：张萌物 教授 导师签名：
摘要
为了促进高职院校教师素质和能力的提升，实现高职院校发展的目标，我国绝大部分
高职院校都建立了教师绩效考核体系，通过绩效考核对教师实行绩效管理。作为高校人力
资源管理的核心环节，教师绩效考核管理对高职院校教师队伍的发展具有重要作用。但通
过对我国大多数高职院校现有的绩效考核考核体系分析发现，很多高职院校的教师绩效考
核模式多年未变。存在的主要问题有，管理层不重视，考核理念和方式陈旧、考核目标不
明确、考核体系不科学以及考核结果运用不足等诸多问题。转型为高等职业院校之后，又
多照搬本科学校的教师绩效考核体系，偏离高职高职院校应用型人才培养的目标，绩效考
核问题更加严重。本研究的目的在于通过对国内外绩效考核研究现状的分析，对现有绩效
考核相关理论的梳理，解析出现阶段我国绩效考核研究存在的不足。并以河南省 H 学院
为例，分析该学院绩效考核体系存在的问题，探究这些问题形成的原因。针对以上问题，
结合 H 学院实际情况，提出优化该学院教师绩效考核体系的思路与对策，希望能够对改
进我国高职院校教师绩效考核体系贡献微薄之力

文章共分为五个部分，第一、二部分主要介绍本文研究的背景与现状，对现有的绩效
考核理论介绍，并对高等院校绩效考核指标相关概念进行界定和明确；第三部分以 H 学
院为例进案例研究对其教师绩效考核现状进行分析。通过调查问卷发现该校教师绩效考核
存在诸多问题，如考核形式化严重、考核内容设置不科学、考核指标权重分配不合理，考
核结果的激励作用不明显，考核反馈改进机制缺失等问题。探究其原因发现该校的绩效考
核指标不完善，考核方式也以形式化方式进行，并未有专门的考核组织和制度，更是缺失
反馈机制；第四部分以 H 学院为例进行绩效考核的优化设计，指出了该学院绩效考核的
目标和原则，对教师的绩效考核体系和考核流程进行了重新设计，并对绩效考核结果的运
用进行了重点探讨；第五部分高校教师绩效考核优化的配套保障措施进行了分析，认为绩
效考核体系的优化要建立组织保障、沟通机制保障、教师绩效考核培训保障和制度保障等
配套制度

【关 键 词】高职院校；绩效考核；体系优化
【论文类型】应用研究西安理工大学工商管理硕士学位论文Title: Research on the improvement of teachers&39; performance
evaluation in Henan H Vocational Colleges
Major: MBA
Student:Zhang Ling Signature:
Tutor: Zhang Meng Wu Signature:
Abstract
Teachers&39; performance appraisal is the center of human resource management in schools.
Higher vocational colleges have paid great attention and attention to it as an important means to
improve the quality of teachers and promote the development of schools. However, due to the
lack of scientific guidance, the performance appraisal system is not sound, there are still some
drawbacks in the assessment work, such as the concept of unscientific, the goal is not clear, the
system is imperfect, the system is not scientific, the effect is not obvious. At present, the
vocational colleges are emulating the examination mode of undergraduate colleges, and the
performance appraisal of higher vocational colleges is located in the teaching and research of
teachers, and deviates from the goal of cultivating applied talents in higher vocational colleges.
Higher vocational colleges should fully clear the application-oriented, technology-oriented,
market-oriented, employment-oriented school concept, in the performance appraisal, it should
highlight the professionalism of teaching and the characteristics of the whole, so how to explore
a set Effective vocational college teachers performance appraisal system is an important
research topic of human resource management in higher vocational colleges. The purpose of
this study is to analyze and study the existing teachers&39; performance appraisal system through
the H vocational college, and find out the problems and shortcomings in the examination
system of the institution, and analyze the problems, and then Put forward the corresponding
improvement measures, these improvement measures to improve the vocational college
teachers performance appraisal system has guiding significance.
The article is divided into five parts, the first and the second part of the college teachers
performance appraisal and evaluation index system research background, and the performance
appraisal indicators of colleges and universities related concepts to define and clear; the third
part to H College As an example into the case study of its teacher performance assessment of
the status quo. Through the questionnaire, it is found that the teachers&39; performance appraisal is
not enough, the evaluation period, the assessment index, the irrational distribution of the
assessment weight, the incentive effect of the examination result is not obvious, and theAbstractfeedback feedback improvement mechanism is missing. To explore the reasons found that the
school&39;s performance appraisal indicators are imperfect, assessment methods are also formal
way, there is no special assessment of organizations and systems, but also the lack of feedback
mechanism; the fourth part of the H College as an example of performance appraisal This paper
points out the objectives and principles of the performance appraisal of the college, redesigns
the teacher&39;s performance appraisal system and the assessment process, and discusses the
application of the performance appraisal results. The fifth part is the matching of the teachers&39;
performance evaluation Security measures were analyzed, that the performance evaluation
system to optimize the establishment of organizational security, communication mechanism
protection, teacher performance evaluation training and system support and other supporting
system.
【Key Words】Vocational colleges； Performance appraisal；System optimization
【Paper type】Applied Research目录目 录
1 导论.......1
1.1 研究的缘起及意义.1
1.1.1 研究缘起..........1
1.1.2 研究意义..........2
1.2 研究现状...2
1.2.1 国外研究现状..2
1.2.2 国内研究现状..3
1.3 研究的思路和方法.5
1.3.1 研究思路..........5
1.3.2 研究方法..........6
2 绩效考核的概念界定与相关理论.......7
2.1 相关概念的界定.....7
2.1.1 绩效的基本概念..........7
2.1.2 绩效考核的基本概念..7
2.2 绩效考核的相关理论.........8
2.2.1 系统评价理论..8
2.2.2 激励理论..........8
2.3 绩效考核的目的、意义与原则.....9
2.3.1 绩效考核的目的...........9
2.3.2 绩效考核的意义..........9
2.3.3 绩效考核的原则........10
2.4 绩效考核与教师管理的关系.......11
2.5 高职院校的绩效管理现状...........11
2.5.1 考核目的不明确........12
2.5.2 评价重视过去，忽视发展....12
2.5.3 评价方式单一12
2.5.4 被评价教师对绩效评价体系缺乏了解和认识
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