X职业学院绩效考核体系建设和实施研究.pdfVIP

摘要 摘 要 20 世纪 80 年代，一批以就业为导向，服务社会的职业大学诞生，标志着我 国高等职业教育的正式起步。经过三十多年的发展，我国高职院校数量已经占 据高等教育的半壁江山，而高职院校的迅速发展也为我国的高等教育做出了相 当的贡献。但近两年，迫于招生压力，各高职院校的竞争越来越激烈，而优质 的教学与相关的实践活动则成为了获得竞争取胜的有利武器。而高素质、高水 平、高层次的师资队伍又是获取有利武器的关键因素。因此，为高职院校构建 一个科学、合理、综合性强的绩效考核评价体系势在必行，是对高职院校教师 付出的认可与尊重，也是对高职院校教学质量的保障，同时也是促进高职教育 健康发展的有效手段。 本文研究的目的在于通过以 X 职业学院为研究对象，对该院校现有的教师 绩效考核体系进行分析与研究，发现该院校考核体系中存在的问题与不足，并 对问题进行剖析，然后提出相应的改进对策，这些改进对策对完善该高职院校 的教师绩效考核体系有指导性的意义，同时也可以为其他高职院校作参考。 本文以人力资源管理理论为主要研究理论基础，并贯穿于整个研究过程。总 结了国内外高校教师绩效考核的经验，对 X 职业学院教师现行绩效考核制度进 行了解，收集了该校绩效考核相关文件，并对该校 200 名教职工进行了问卷调 查，归纳出该校现行绩效考核制度中存在的问题和不足。然后将现代绩效考核 的相关理论与 X 职业学院教师绩效考核体系构建的实践相结合，重构了该校教 绩效考核体系：①X 职业学院绩效考核体系重构的指导思想和设计原则； ② X 职业学院绩效考核指标的选择和权重系数的确定； ③运用 PDCA 循环理论实施 绩效考核管理。最后指出了本文研究的贡献和不足，并指明了未来的研究方向。 关键词：高职院校 绩效考核 指标体系 I ABSTRACT ABSTRACT In the 1980s, a group of local vocational university which was different from general college career was born, marking Chinas Higher Vocational Education officially started. After thirty years of development, the number of vocational colleges has accounted for half of higher education in China, the rapid development of higher vocational colleges has made a considerable contribution. But over the past two years, the enrollment of vocational students in the provinces and cities appeared shrinking phenomenon, vocational colleges are also facing the pressure of survival and development, and this phenomenon aggravated the competition among the vocational colleges. If the college wants to win in the competition, they need to be able to provide more quality teaching practices and related training activities. Therefore, having a group of teachers with high-quality, high-level, dynamic and innovative power is the key to success. Building a scientific, rational, comprehensive performance appraisal system is imperative, it is not only the recogni