江西S高職技術(shù)學(xué)院教師績效考核問題的研究
[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(xué)位授予單位】:南昌大學(xué)
【學(xué)位級(jí)別】:碩士
【學(xué)位授予年份】:2013
【分類號(hào)】:G717.2
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