2013 年，《教育法》修订稿已经取消了教育机构“不得以营利为目的”的表述， 这给民办教育的发展带来了极大利好。且，《民促法》即将修正颁布实施，国家鼓励 民办教育发展，在传统教育一直占主导地位的大环境下，教育培训的快速发展将会成 为国民经济的一个重要组成部分，为中国经济的增长贡献一份力量。同时，K12 领域 的教育培训市场规模巨大，增长速度很快。教育部发布的数据显示，目前 K12 领域潜 在学员数量为 2.1 亿。2015 年，有 40%以上的学生接受过补课培训，在诸如上海等一 线城市，这个比例超过了 80%，市场规模达 2500 亿元，同比增长 21%。 当教育培训机构教学人员团队达到近百人或以上时，如何对其有效管理及考核便 成了一个重大问题。然而，目前不少大型培训机构在对教学人员的绩效考核中，却出 现了较多问题。本报告系统地分析研究了不同绩效考核工具，接着主要利用 KPI 考核 工具，基于期望理论，对 K 公司教学人员绩效考核方案提出优化方案。本报告提出的 优化改善方案对 K 公司的绩效考核具有一定的指导意义，解决目前 K 公司教学人员绩 效考核存在的问题，为 K 公司未来进一步发展带来可能，同时也能为整个行业的发展 带来重大意义。 关键词，绩效考核；教学人员；期望理论；教育培训机构III Abstract In 2013, the education law has abolished the expression that education institutions can’t be run for the purpose of getting profit, which has brought great positive influence to the development of private education corporations. Besides, Law on the Promotion of Private Education is about to be revised and implemented. The State encourages the development of private education, and the rapid development of education and training will become an important part of the national economy, contributing to the development of Chinese economy. At the same time, the K12 field of education and training enjoys huge market and fast growth rate. According to the date released by the Ministry of Education, the current number of potential students in the field of K12 is 210 million. More than 40% of Chinese students have ever received training in 2015. In first-tier cities, such as Shanghai, Beijing and Guangzhou, that ratio exceeds 80% in 2015, making a market size of 250 billion yuan and a year-on-year growth of 21%. When the team of teaching staff in the education and training institutions reaches nearly a hundred people or more, it will become a major issue to effectively manage and assess them. However, there are many problems in terms of the teaching staff’s performance evaluation in many large training institutions. In this paper, different performance appraisal tools have been analyzed, and then based on Expectancy Theory, and Key Performance Indicator has been applied, an optimized scheme of teaching staff’s performance evaluation is proposed. The proposed scheme in this paper has a guiding significance for K company, as it aims to solve the problems existed in the performance evaluation of K company's teaching staff and bring further better development for K company. At the meantime, the scheme is also of great significance to the development of the industry as a whole. Key words: performance evaluation; teaching staff; Expectancy Theory; education and training institution目录 致谢.........................................................................................................................................I 摘要.......................................................................................................................................II Abstract................................................................................................................................ III 目录.........................................................................................................................................I 第 1 章 绪论..........................................................................................................................1 1.1 研究背景...................................................................................................................1 1.2 国内外研究现状.......................................................................................................1 1.2.1 国外研究现状.................................................................................................1 1.2.3 国内研究现状.................................................................................................3 1.3 研究目的和意义.......................................................................................................5 1.4 研究内容和方法.......................................................................................................6 1.4.1 研究内容.........................................................................................................6 1.4.2 研究方法........................................................................................................7 1.5 本文创新点..............................................................................................................7 第 2 章 理论基础..................................................................................................................8 2.1 期望理论..................................................................................................................8 2.2 绩效考核和绩效管理............................................................................................11 2.3 考核工具................................................................................................................12 2.3.1 关键绩效指标考核（KPI）........................................................................12 2.3.2 平衡积分卡考核（BSC）.......................................................................... 13 2.3.3 目标管理考核（MBO）.............................................................................13 第 3 章 K 公司情况及其教学人员绩效考核现状............................................................15 3.1 K 公司情况.............................................................................................................15 3.1.1 行业情况.......................................................................................................15 3.1.2 概况与发展...................................................................................................16 3.1.2 教学人员情况...............................................................................................17 3.2 K 公司教学人员绩效考核现状.............................................................................17 3.2.1 绩效考核目的...............................................................................................173.2.2 绩效考核实施部门.......................................................................................17 3.2.3 绩效考核主体...............................................................................................17 3.2.4 绩效考核内容...............................................................................................18 3.2.5 绩效考核周期...............................................................................................19 3.2.6 绩效考核结果应用.......................................................................................19 第 4 章 K 公司教学人员绩效考核现存问题及其原因分析............................................21 4.1 现存问题.................................................................................................................21 4.1.1 教师对考核结果不甚满意...........................................................................21 4.1.2 中层对考核评分不够积极...........................................................................22 4.1.3 领导对考核方案不太赞同...........................................................................22 4.2 问题调查................................................................................................................22 4.2.1 问卷调查.......................................................................................................22 4.2.2 调查结果.......................................................................................................23 4.3 原因分析................................................................................................................25 4.3.1 绩效 KPI 不科学..........................................................................................25 4.3.2 行为与绩效间关联不清晰..........................................................................25 4.3.3 绩效与奖励间关联不清晰..........................................................................27 第 5 章 K 公司教学人员绩效考核优化方案设计............................................................28 5.1 建立 KPI 体系.........................................................................................................28 5.1.1 建立有效明确的 KPI 指标...........................................................................28 5.1.2 建立合理清晰的绩效目标...........................................................................29 5.2 明确关联.................................................................................................................30 5.2.1 明确行为与绩效间的关联...........................................................................30 5.2.2 明确绩效与奖励间的关联...........................................................................30 5.3 设定科学具体的行为锚评定量表.........................................................................32 第 6 章 K 公司教学人员绩效考核优化方案实施............................................................33 6.1 实施目标和进度计划.............................................................................................33 6.2 重点难点分析.........................................................................................................33 6.2.1 绩效考核工作组的建立...............................................................................33 6.2.2 绩效考核制度的执行...................................................................................34 6.2.3 绩效考核中信息管理问题...........................................................................346.3 保障措施.................................................................................................................35 6.3.1 沟通...............................................................................................................35 6.3.2 培训...............................................................................................................35 6.4 风险分析和控制.....................................................................................................36 第 7 章 结论和展望............................................................................................................38 7.1 结论.........................................................................................................................38 7.2 研究展望.................................................................................................................38