發(fā)布時間：2019-01-18 13:58

【摘要】：高職院校教師的整體素質(zhì)是其核心力量所在。提高教師隊伍的整體素質(zhì)是一項系統(tǒng)工程,而教師績效考核是其中一個重要的方面。但是,高職教育經(jīng)過這些年的發(fā)展,教師的績效考核模式或者是基本借鑒甚至照搬本科院校的考核模式,或者是保留和沿用了其前身原來中專學校的績效考核模式,績效考核體系或多或少都存一定的問題,沒有完全針對高職教育和高職教師特點,績效考核的作用得不到充分的發(fā)揮。 本文在查閱大量資料的基礎上,通過運用文獻研究法、對比分析法、案例分析法等研究方法,對江西S高職學院進行了個案研究,發(fā)現(xiàn)S院校當前在績效考核方面存在著一些問題與弊端,包括：績效考核定位模糊,缺少明確的目的性；考核指標設定欠缺科學性,未充分體現(xiàn)高職特色；考核方法仍需要改進；學生評價教師教學模塊不夠合理；績效考核結(jié)果的反饋機制不健全；教師在績效管理過程的參與程度不夠。通過進一步分析發(fā)現(xiàn),產(chǎn)生這些弊端的原因主要有：對績效考核認識不足；績效管理過程,缺乏必要的雙向溝通；實施績效考核過程中,監(jiān)督控制機制管理不到位；學校未關(guān)注考核組織的合理性；未建立績效考評結(jié)果的申訴渠道；部門管理領(lǐng)導缺乏管理技能。最后,要解決這些問題,應該從以下這個方面的著手：重建合理的考核流程系統(tǒng)；確立科學的績效考核指標；采用更加科學的績效考核方法；建立有效的考核結(jié)果反饋機制；完善績效考核實施配套措施等。
[Abstract]:The overall quality of teachers in higher vocational colleges is its core strength. It is a systematic project to improve the overall quality of teachers, and teacher performance evaluation is one of the important aspects. However, after the development of higher vocational education over the years, the performance appraisal model of teachers is either basic reference or even copy of the assessment model of undergraduate colleges, or it is to retain and follow the performance appraisal model of its predecessor secondary school. There are some problems in the performance appraisal system more or less. The function of performance appraisal is not given full play because of the characteristics of higher vocational education and teachers. On the basis of consulting a lot of data, this paper makes a case study of Jiangxi S higher Vocational College by using the methods of literature research, comparative analysis, case analysis and so on. It is found that there are some problems and drawbacks in the performance appraisal of S colleges, including: vague orientation of performance appraisal, lack of clear purpose; The setting of assessment index is not scientific and reflects the characteristics of higher vocational education; the assessment method still needs to be improved; the teaching module of student evaluation is not reasonable; the feedback mechanism of the result of performance appraisal is not perfect; Teachers' participation in the performance management process is not enough. Through further analysis, it is found that the main reasons for these drawbacks are: lack of understanding of performance appraisal; performance management process, lack of necessary two-way communication; implementation of performance appraisal process, supervision and control mechanism management is not in place; The school did not pay attention to the rationality of the appraisal organization, did not establish the appeal channel of the performance appraisal result, and the department management leader lacked the management skill. Finally, in order to solve these problems, we should start from the following aspects: to rebuild a reasonable assessment process system; to establish scientific performance appraisal indicators; to adopt more scientific performance appraisal methods; to establish an effective feedback mechanism for evaluation results; Improve performance appraisal and implement supporting measures.
【學位授予單位】：南昌大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：G717.2

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