职业教育目前在我国占据着非常重要的地位,而作为职业教育中的一部分,中等 职业教育在我国的定位是和高中文化教育相等同的一种教育形式,而且这种教育还要 承担着培养一大批技术人才的任务。多年来,中等职业教育吸纳了大批低文化劳动力, 亦为社会输送了大批的技术人才,对于促进社会稳定以及促进地方经济发展都做出了 较大的贡献。 CQYB职业教育中心是一个国家级的中等职业学校,为重庆市的经济发展做出了 重要的贡献,这些年为重庆市保证了很多的高素质的劳动者。高水平教师队伍的建设 是CQYB职教中心综合实力提升以保持长远发展的基础。其中,绩效考核对于教师 队伍整体绩效提升有着重要作用。为建设高绩效的教师队伍,离不开先进的绩效考核 体系,以客观地评价教师的工作成果,有效激励教师更努力工作。通过对教师的绩效 考核,有助于保证教师行为与学院发展目标一致,在提升学院的整体绩效,提高教师 的满意度,促进教师的自我提升与发展等方面都有着重要的作用。 本论文的写作建立在国内外的有关职业教育方面的著述,在人力资源、绩效管理 及考核、人力资源的管理的思想理论指导之上,对CQYB职教中心教师的现有绩效 考核问题进行了较为全面的分析,找出了影响该学校教师绩效考核中存在问题的原 因,找到了对于绩效考核进行优化的方案和实施这些优化方案的一些具体的措施。 希望通过本文的研宄,能够对CQYB职教中心教师的人力资源绩效考核提供一 些改进的方案和建议,同时,也为相关的中职教育学校提供些许借鉴作用。 关键词:对于方案的优化;教师考核;绩效考核 I Abstract Secondary vocational education as part of vocational education in the country's education system plays high school education compared with the parallel educational mission , and its main objective is to develop training skilled workers Over the years, a large number of secondary vocational education to attract junior high school students,is also a society with a large number of technical personnel , and for the promotion of social stability and promoting local economic development have made a greater contribution . CQYB Vocational Education Center as a national key secondary vocational schools, the main task of shouldering the delivery of high-quality workers and skilled personnel for the economic development of Chongqing . The building is a high level of teachers CQYB vocational education center in order to maintain the overall strength of the foundation to improve the long-term development. Among them, the performance evaluation for teachers has an important role to improve the overall performance . To build a high performance team of teachers , is inseparable from the advanced performance appraisal system to objectively evaluate the results of the work of teachers to effectively motivate teachers to work harder . Through the teacher's performance appraisal , and college teacher behavior helps to ensure consistent development goals, improve the overall performance in school, improve teacher satisfaction,and promote self-improvement and development of teachers, etc. all have an important role. Based on the widely read many domestic and foreign scholars have proposed a very valuable perspectives and on the basis of academic achievement, to human resources, performance management, performance appraisal, human resource management theory as the theoretical basis and guidance for teachers in vocational education center CQYB problems existing performance appraisal conducted a comprehensive analysis to identify the impact of the school teacher performance appraisal problems, and proposes the relevant performance appraisal optimization program and the corresponding implementation strategies. Hope that through this study, capable of CQYB Vocational Education Center teacher performance appraisal provides human resources programs and suggested some improvements, but also for the associated vocational education schools provide some reference. Keywords: Vocational Education, Performance appraisal, Optimization III 目录 m m i Abstract Ill S录 V 1引言 1 1.1研宄背景及问题的提出 1 1丄1研究背景 1 1.1.2问题的提出 ; 2 1.2研宄@的和惫义 2 1.3国内外研宄现状及应用实践 3 1.3.1国外研究现状及应用实践 3 1.3.2国内研究现状及应用实践 4 1.4研宄思路及研宄内容 7 1.5研宄方法及技术路线 7 2理论基础概述 9 2.1绩辦核概述 9 2.1.1绩效考核 9 2.1.2绩效考核体$ 9 2.1.3绩效考核与绩效魏 10 2.1.4中职院校教师绩效_的作用 10 2.2绩效考核工:ft : 11 2.2.1关键绩效指标(KPI) 11 2.2.2 360度绩效评估 12 2.2.3目标管理法MBO 13 2.2.4平衡记分卡BSC 14 2.2.5其他绩效考核方法 15 3 CQYB职业教育中心教师绩效考核现状分析 17 3.1CQYB职业教育中心简介 17 3.1.1基本情况介绍 17 3.1.2组织机构… 18 V 3.2CQYB职业教育中心教师绩效考核现状 18 3.2.1绩效考核现状概述 18 3.2.2绩效考核内容、周期 19 3.2.3教师绩效考核的结果运用 20 4 CQYB职业教育中心教师绩效考核中存在的问题及原因分析......23 4.1 CQYB职业教育中心教师绩效考核的问卷调查 23 4.1.1爾设计 23 4.1.2调研结果分析 23 4.2 CQYB职教中心绩效考核中存在的问题 28 4.2.1对绩效考核认识不足 28 4.2.2 29 4.2.3考核指标体系不科学 29 4.2.4 30 4.2.5考核结果运用不充分 31 4.3 CQYB职教中心教师绩效考核中存在问题的原因探析 32 4.3.1不清楚绩效考核的目的 32 4.3.2考核指标缺乏深层次调研 32 4.3.3学校领导者不重视绩效考核 32 5 CQYB职业教育中心教师绩效考核优化方案设计与实施 33 5.1绩^#核优化方案的整体设计 33 5.1.1设计原贝II 33 5.1.2设计思路 34 5.2绩膀核优化具体方案设计 34 5.2.1转变绩效考核理念 34 5.2.2优化绩效考核关键指标 35 5.2.3规范绩效考核流程 37 5.2.4绩效考核结果的反馈 38 5.2.5绩效考核结果的运用 39 5.2.6绩效考核方案效果评价 40 5.3绩效考核优化方案的实施及保障措施 40 5.3.1加强管理层的重视程度 40 5.3.2设立并规范绩效考核机构 41 5.3.3开展绩效考核相关培训 42 VI 5.3.4绩效考核结果辅酬挂钩 42 5.3.5绩效考核制度化建设 43 6结论 45 致谢 47