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新疆轻工职业技术学院教师绩效考核体系优化研究_MBA毕业论文

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汇编出版。保密的学位论文在解密后适用本规定。 研究生签名: 时间: 年 月 日 导师签名: 时间: 年 月 日I 摘要 随着我国事业单位改革推进和我国高职教育快速发展,教学质量对一所高职院校的生存和发展 起到至关重要的作用。教师是提高教学质量的关键因素,改进完善高职教师的绩效考核体系,构建 能够体现高职特色的考核体系就显得非常紧迫和必要。新疆轻工职业技术学院为顺应未来社会经济 发展的战略需要,建立起了一套教师绩效考核评价体系,但实施效果并不明显,基于此,本文对其 存在的问题进行分析并提出相应的教师考核体系优化建议,以期提升学院教学水平,促进学院进一 步发展。 本文采用问卷调查法、文献法、理论分析法和访谈法,对新疆轻工职业技术学院教师绩效考核 体系进行了系统全面考察,通过分析现行教师绩效考核体系,找出其中存在的问题,并提出具体的 优化方案与保障措施,最后得出结论:高职教育具有高等教育和职业教育的双重属性,主要培养一 线高端技能型人才,决定了其教师考核制度不能简单照搬套用普通高校制度,要结合高职教育院校 自身特点构建符合其发展的教师绩效考核体系。 关键词:高职院校;教师绩效;绩效考核 II Abstract With the reform of public institutions and the rapid development of Higher Vocational Education in China, the quality of teaching plays a vital role in the survival and development of a higher vocational college. Teachers are the key factors to improve the quality of teaching. It is urgent and necessary to improve and improve the performance appraisal system of higher vocational teachers and build an appraisal system that can reflect the characteristics of Higher Vocational education. In order to meet the strategic needs of the future social and economic development, Xinjiang Light Industry Vocational and Technical College has established a set of teacher performance evaluation system, but the implementation effect is not obvious. Based on this, this paper analyses the existing problems and puts forward corresponding suggestions for optimizing the teacher evaluation system, with a view to improving the teaching level of the College and promoting its further development. By means of questionnaire, literature, theoretical analysis and interview, this paper makes a systematic and comprehensive investigation on the performance appraisal system of teachers in Xinjiang Light Industry Workers Technical College. Through the analysis of the current performance appraisal system of teachers, it finds out the existing problems and puts forward specific optimization schemes and safeguard measures. Finally, it comes to the conclusion that higher vocational education has higher education and vocational education. The dual attributes, mainly cultivating high-end skilled talents, determine that its teacher evaluation system can not simply copy and apply the ordinary university system, it is necessary to combine the characteristics of higher vocational education institutions to build a teacher performance evaluation system in line with its development. Key words: higher vocational colleges, teacher performance, performance appraisalIII 目 录 摘要......................................................................................................................................................I Abstract...................................................................................................................................................II 第一章 绪论...........................................................................................................................................1 1.1 选题背景..................................................................................................................................1 1.2 研究意义..................................................................................................................................2 1.3 文献综述..................................................................................................................................2 1.3.1 国外文献综述..............................................................................................................2 1.3.2 国内文献综述..............................................................................................................4 1.4 研究方法与内容......................................................................................................................5 1.4.1 研究方法......................................................................................................................5 1.4.2 研究内容......................................................................................................................6 第二章 绩效考核内涵及相关理论基础...............................................................................................8 2.1 绩效考核..................................................................................................................................8 2.1.1 绩效考核的定义和内容..............................................................................................8 2.1.2 绩效考核的基本原则..................................................................................................8 2.1.3 绩效考核的影响因素..................................................................................................9 2.2 教师绩效考核........................................................................................................................10 2.3 绩效考核的方法.................................................................................................................... 11 2.3.1 360 度考核法............................................................................................................. 11 2.3.2 目标管理法................................................................................................................13 2.4 绩效考核相关理论................................................................................................................15 2.4.1 马斯洛的需求层次理论............................................................................................15 2.4.2 赫茨伯格的双因素理论............................................................................................15 2.4.3 洛姆的期望理论........................................................................................................15 第三章 新疆轻工职业技术学院教师绩效考核体系现状.................................................................17 3.1 学院基本情况........................................................................................................................17 3.2 学院教师绩效考核现状调查................................................................................................17 3.2.1 调查问卷结果............................................................................................................17 3.2.2 访谈结果....................................................................................................................20 3.3 学院现行教师绩效考核体系................................................................................................21 3.4 学院教师绩效考核体系存在的主要问题............................................................................23 3.4.1 考核制度的问题........................................................................................................23 3.4.2 考核指标设定问题....................................................................................................23 3.4.3 考核方法问题............................................................................................................24 第四章 新疆轻工职业技术学院教师考核体系优化设计.................................................................25 4.1 设计指导思想........................................................................................................................25 4.2 设计原则................................................................................................................................25 4.2.1 客观公正与合理化相结合........................................................................................25 4.2.2 目的性和可行性相结合............................................................................................25 4.2.3 系统性和实效性相结合............................................................................................25 4.2.4 针对性与发展性相结合............................................................................................26 4.2.5 定性与定量相结合....................................................................................................26IV 4.2.6 教学为重、科研为辅,激励培养特色化高职教育................................................26 4.3 设计考核主体........................................................................................................................26 4.3.1 上级领导的考核........................................................................................................26 4.3.2 自我考核....................................................................................................................26 4.3.3 同行考核....................................................................................................................27 4.3.4 学生考核....................................................................................................................27 4.4 设计内容................................................................................................................................27 4.4.1 高职教师的岗位职责分析........................................................................................27 4.4.2 绩效考核周期的设计................................................................................................29 4.4.3 绩效考核指标的设计................................................................................................29 4.4.4 绩效考核权重的设计................................................................................................32 4.4.5 绩效考核组织的设计................................................................................................35 4.4.6 绩效管理程序的设计................................................................................................35 4.4.7 绩效考核结果的运用................................................................................................35 第五章 新疆轻工职业技术学院教师考核体系的实施及保障.........................................................37 5.1 绩效考评的实施流程............................................................................................................37 5.2 绩效评价结果的运用............................................................................................................37 5.3 组织保障................................................................................................................................38 5.3.1 学院领导重视与支持................................................................................................39 5.3.2 完善绩效考核的组织领导........................................................................................39 5.4 误差预测及应对措施............................................................................................................40 5.4.1 避免考核人员对考核指标理解的差异造成的误差................................................40 5.4.2 避免考核方式认识误差............................................................................................40 5.4.3 避免考核周期的设置误差........................................................................................40 5.4.4 避免晕轮误差............................................................................................................40 5.4.5 避免考核宗旨的导向误差........................................................................................40 5.4.6 避免考核管理制度定位误差....................................................................................41 5.4.7 避免考核管理过程人本误差....................................................................................41 第六章 结论及对策建议.....................................................................................................................42 6.1 结论........................................................................................................................................42 6.2 对策建议................................................................................................................................42