【摘要】：隨著教育產(chǎn)業(yè)的市場化進(jìn)程不斷推進(jìn),作為非學(xué)歷教育機(jī)構(gòu)的培訓(xùn)學(xué)校日漸成為教育市場上的一股重要力量,并且正在改變著越來越多的學(xué)習(xí)者們的生活。在非學(xué)歷教育培訓(xùn)市場中,音樂類培訓(xùn)項目作為提高學(xué)生綜合素質(zhì)的一個重要途徑,越來越被人們所重視。然而在民營的音樂類培訓(xùn)學(xué)校中,具備完善的人力資源管理制度和管理能力的學(xué)校并不多見,人力資源管理方面存在的各種問題,已經(jīng)在相當(dāng)程度上制約了學(xué)校的發(fā)展,成為這類學(xué)校發(fā)展壯大的瓶頸。在這類學(xué)校人力資源管理的各種問題中,缺乏完善有效地績效管理更是這類學(xué)校的一個普遍現(xiàn)象。因此,高效的人力資源開發(fā)管理已成為培訓(xùn)學(xué)校生存發(fā)展的必然選擇。如何有效進(jìn)行人力資源開發(fā)和管理,提高員工素質(zhì)與能力,改善員工工作績效,已成為學(xué)校獲得競爭優(yōu)勢的關(guān)鍵因素,也成為學(xué)校保持核心競爭力的保證。設(shè)計并實施行之有效的績效管理體系,已經(jīng)成為此類學(xué)校發(fā)展和人力資源管理的一個重要課題。 因此,本文在對國內(nèi)外績效管理相關(guān)理論總結(jié)的基礎(chǔ)之上,通過對學(xué)�？冃Ч芾淼闹匾饔�、意義以及發(fā)展現(xiàn)狀趨勢的分析,從績效管理體系的制度化、規(guī)范化,以及績效管理的計劃、組織、流程、內(nèi)容入手,對學(xué)�？冃w系的創(chuàng)新、建立、執(zhí)行、跟蹤、評價進(jìn)行探討,提出績效管理體系設(shè)計的理論基礎(chǔ)。從民營培訓(xùn)學(xué)校管理的實際出發(fā),以長沙市某音樂培訓(xùn)學(xué)校為例,全面分析該學(xué)�？冃Э己爽F(xiàn)狀,并據(jù)此有針對性的設(shè)計一套新的切實可行的績效考核管理制度和辦法。新設(shè)計的績效管理體系遵照明確的學(xué)校發(fā)展戰(zhàn)略目標(biāo)和方針、原則,針對該培訓(xùn)學(xué)校中存在的主要問題,從組織結(jié)構(gòu)的構(gòu)建、績效管理體系的構(gòu)建、績效考核指標(biāo)的構(gòu)建、績效管理體系的反饋與評價等幾個重要環(huán)節(jié)入手進(jìn)行設(shè)計,并提出實施績效管理過程中可能會出現(xiàn)的問題以及實施的相關(guān)保障制度。希望通過對某音樂培訓(xùn)學(xué)校的績效管理體系設(shè)計和實施,能夠為該校的良性發(fā)展提供堅實理論和制度支撐,并希望該績效管理體系和以績效考核方式設(shè)計能夠為我國音樂類培訓(xùn)學(xué)�；蛳嚓P(guān)培訓(xùn)行業(yè)的發(fā)展提供借鑒。
[Abstract]:With the advancement of the marketization of the education industry, the training school, as a non-academic educational institution, is becoming an important force in the education market and is changing the lives of more and more learners. In the market of non-academic education and training, music training projects, as an important way to improve students' comprehensive quality, are paid more and more attention by people. However, in the private music training schools, there are few schools with perfect human resource management system and management ability. The problems in human resource management have restricted the development of the school to a certain extent. Become the bottleneck of the development of such schools. In all kinds of problems of human resource management in these schools, the lack of perfect and effective performance management is a common phenomenon in these schools. Therefore, efficient human resources development and management has become an inevitable choice for the survival and development of training schools. How to effectively develop and manage human resources, improve the quality and ability of staff, and improve the performance of staff has become the key factor for the school to gain the competitive advantage, and also the guarantee for the school to maintain the core competitiveness. The design and implementation of an effective performance management system has become an important issue in the development of such schools and human resources management. Therefore, on the basis of summing up the relevant theories of performance management at home and abroad, through the analysis of the important role, significance and development trend of school performance management, from the institutionalization and standardization of performance management system, It also discusses the plan, organization, process and content of performance management, discusses the innovation, establishment, implementation, tracking and evaluation of school performance system, and puts forward the theoretical basis of performance management system design. Taking a music training school in Changsha as an example, this paper comprehensively analyzes the present situation of the performance appraisal of a private training school, and designs a set of new and feasible performance appraisal management system and method accordingly. The newly designed performance management system follows the clear strategic goals and principles of school development, and aims at the main problems existing in the training school. Several important aspects such as feedback and evaluation of performance management system are designed and the problems that may appear in the process of implementing performance management and the relevant safeguard system are put forward. It is hoped that through the design and implementation of the performance management system of a music training school, it can provide solid theoretical and institutional support for the sound development of the school. It is hoped that the performance management system and the design of performance appraisal can provide reference for the development of music training schools or related training industries in China.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F272.92;G522.72

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 徐捷;;中英中小學(xué)教師績效評價比較研究[J];比較教育研究;2007年07期

2 王思睿;;培訓(xùn)市場:次序混亂 潛力巨大[J];財會通訊;2009年22期

3 陳群平;;民營企業(yè)績效管理問題與對策[J];合作經(jīng)濟(jì)與科技;2006年23期

4 馬海良;訾永成;;中小企業(yè)績效管理問題與對策[J];合作經(jīng)濟(jì)與科技;2008年23期

5 段磊;;績效管理的六個中國命題[J];人力資源;2009年24期

6 朱梅;;教師績效評估中的問題分析與對策研究[J];山東教育學(xué)院學(xué)報;2007年04期

7 張偉東,沈莉萍;KPI在我國民辦學(xué)校教師績效考核中的應(yīng)用初探[J];教育發(fā)展研究;2005年04期

8 項聰;;美國教師評價的發(fā)展歷程與最新改革動向[J];外國教育研究;2006年09期

9 何慕彥;基于新理念的現(xiàn)代管理培訓(xùn)模式[J];武漢冶金管理干部學(xué)院學(xué)報;2003年02期

10 秦建民;;基于SWOT方法的培訓(xùn)中心成長與發(fā)展環(huán)境分析[J];中國培訓(xùn);2006年08期

相關(guān)碩士學(xué)位論文 前6條

1 豐宇昆;員工滿意度測評與管理[D];西北工業(yè)大學(xué);2003年

2 魏曉莉;雙層績效考核體系的績效考評模式研究[D];北京化工大學(xué);2008年

3 熊富標(biāo);企業(yè)文化建設(shè)績效的研究[D];華中師范大學(xué);2009年

4 劉潔;企業(yè)關(guān)鍵績效指標(biāo)體系設(shè)計研究[D];中國海洋大學(xué);2009年

5 張曉華;我國企業(yè)培訓(xùn)與員工個人績效的相關(guān)性分析[D];西南財經(jīng)大學(xué);2009年

6 張黨珠;MBA培訓(xùn)中心營銷策略研究[D];天津大學(xué);2009年

，

本文編號：2124686