本文關(guān)鍵詞： 高職院校 “雙師型”教師 績(jī)效考核　出處：《南京工業(yè)大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著社會(huì)經(jīng)濟(jì)的發(fā)展，我國(guó)的高等教育也得到了很大的發(fā)展，而高等職業(yè)教育是我國(guó)高等教育的一個(gè)重要的組成部分，其對(duì)于我國(guó)的社會(huì)經(jīng)濟(jì)發(fā)展有著重要的作用。雖然我國(guó)的高等教育獲得了一定的成效，但還存在著不少的問(wèn)題，其中教師素質(zhì)不能滿足發(fā)展需要是最主要的問(wèn)題之一。提高對(duì)教師的管理水平，有利于更好地促進(jìn)我國(guó)高職院校的管理。而在當(dāng)今高職院校中，需要發(fā)展更多的“雙師型”教師，為了更好地解決“雙師型”教師管理中存在的問(wèn)題，提升高職院校的核心競(jìng)爭(zhēng)的管理能力，就需要加強(qiáng)對(duì)“雙師型”教師的績(jī)效考核，這樣才能更好地實(shí)現(xiàn)高職院校的發(fā)展戰(zhàn)略目標(biāo)，才能更好地提升高職院校教師的教學(xué)質(zhì)量和教學(xué)水平。 本文以安徽財(cái)貿(mào)職業(yè)學(xué)院為例對(duì)高職院校“雙師型”教師績(jī)效考核進(jìn)行了研究，希望能夠通過(guò)針對(duì)安徽財(cái)貿(mào)職業(yè)學(xué)院的高職院�！半p師型”績(jī)效考核現(xiàn)狀以及存在問(wèn)題，分析現(xiàn)在我國(guó)高職院�！半p師型”績(jī)效考核體系存在的不足，并對(duì)考核指標(biāo)和考核方式進(jìn)行優(yōu)化。本文主要用到了文獻(xiàn)研究法以及歸納分析法，通過(guò)互聯(lián)網(wǎng)和圖書館等途徑檢索、閱讀、整理、分析國(guó)內(nèi)外有關(guān)高職院�！半p師型”教師績(jī)效考核的書籍和文獻(xiàn)資料，為研究高職院校“雙師型”教師績(jī)效考核提供理論依據(jù)。通過(guò)查閱大量的文獻(xiàn)資料，按照提出問(wèn)題—分析問(wèn)題—理論驗(yàn)證—得出結(jié)論的方案，大膽假設(shè)，小心求證，選擇適當(dāng)?shù)牟襟E來(lái)進(jìn)行數(shù)據(jù)資料的收集、調(diào)查、評(píng)估、分析，將實(shí)地調(diào)查結(jié)果與文獻(xiàn)研究進(jìn)行歸納總結(jié)，找出高職院校教師績(jī)效考核存在的問(wèn)題，并就這些問(wèn)題提出了相應(yīng)的對(duì)策。 相較于以往的研究本文主要存在三個(gè)方面的創(chuàng)新之處：其一，就是將理論聯(lián)系實(shí)踐。本文對(duì)績(jī)效考核的相關(guān)理論進(jìn)行了分析，并結(jié)合具體的高職院校對(duì)“雙師型”績(jī)效考核存在的問(wèn)題以及原因進(jìn)行了分析，加深了人們對(duì)于“雙師型”教師績(jī)效考核的直觀了解，使其更加容易被人們理解。同時(shí)也提出了新的績(jī)效考核體系。其二，利用關(guān)鍵指標(biāo)法對(duì)現(xiàn)在高職院校“雙師型”教師績(jī)效考核體系進(jìn)行了重新的分析，并通過(guò)對(duì)其的優(yōu)化設(shè)計(jì)，使績(jī)效考核指標(biāo)更加合理。其三，對(duì)于以往的績(jī)效考核中學(xué)生評(píng)價(jià)的劣勢(shì)，進(jìn)行了改善，，利用模糊評(píng)價(jià)法提升了教學(xué)評(píng)價(jià)的效果，期望對(duì)提高“雙師型”教師績(jī)效考核起到促進(jìn)作用。 本文積極實(shí)踐，設(shè)計(jì)了一套高職院�！半p師型”教師考核的關(guān)鍵指標(biāo)調(diào)查表，并通過(guò)設(shè)計(jì)調(diào)查問(wèn)卷，一共發(fā)放問(wèn)卷420份，主要針對(duì)安徽地區(qū)的高職院校，有效回收315份。通過(guò)一系列的統(tǒng)計(jì)分析，得出一些有意義的調(diào)查結(jié)果，為后人研究提供一些依據(jù)和參考。
[Abstract]:With the development of social economy, the higher education of our country has also been greatly developed, and higher vocational education is an important part of our higher education. It plays an important role in the social and economic development of our country. Although China's higher education has achieved certain results, there are still many problems. Among them, the quality of teachers can not meet the needs of development is one of the most important problems. To improve the management level of teachers is conducive to better promote the management of higher vocational colleges in China. It is necessary to develop more "double-qualified" teachers. In order to solve the problems existing in the management of "double-qualified" teachers and enhance the management ability of core competition in higher vocational colleges, we need to strengthen the performance appraisal of "double-qualified" teachers. In this way, the development strategy of higher vocational colleges can be better realized, and the teaching quality and teaching level of teachers in higher vocational colleges can be improved better. This paper takes Anhui Finance and Trade Vocational College as an example to study the performance evaluation of "double qualified" teachers in higher vocational colleges, hoping to pass the current situation and existing problems of "double-qualified" performance appraisal in higher vocational colleges of Anhui Finance and Trade Vocational College. This paper analyzes the shortcomings of the "double qualification" performance appraisal system in higher vocational colleges in China, and optimizes the assessment indexes and assessment methods. This paper mainly uses the literature research method and the inductive analysis method. To search, read, sort out and analyze the books and documents on the performance appraisal of "double qualified" teachers at home and abroad through Internet and library, etc. In order to provide the theoretical basis for studying the performance appraisal of "double qualified" teachers in higher vocational colleges, by consulting a large amount of literature, according to the scheme of putting forward questions-analyzing questions-theoretical verification-drawing conclusions, we should make bold assumptions and be careful to verify. Select appropriate steps to collect, investigate, evaluate and analyze the data, summarize the results of field investigation and literature research, find out the problems existing in the performance appraisal of teachers in higher vocational colleges. And put forward the corresponding countermeasure to these problems. Compared with the previous research, there are three main innovations in this paper: first, linking theory with practice. Combining with the concrete higher vocational colleges, this paper analyzes the problems and causes of the performance appraisal of the "double qualified" teachers, which deepens the intuitive understanding of the performance appraisal of the "double qualified" teachers. At the same time, a new performance appraisal system is put forward. Secondly, the paper makes a new analysis of the performance appraisal system of "double qualified" teachers in higher vocational colleges by using the key index method, and through its optimization design, Third, to improve the disadvantages of the performance evaluation of students in the past, the fuzzy evaluation method is used to improve the effect of teaching evaluation. Expected to improve the "double-qualified" teacher performance evaluation play a role in promoting. In this paper, we have designed a set of key index questionnaire for "double qualified" teachers in higher vocational colleges and designed a questionnaire, which is 420 questionnaires, mainly aimed at higher vocational colleges in Anhui province. By a series of statistical analysis, some meaningful investigation results are obtained, which provide some basis and reference for future research.
【學(xué)位授予單位】：南京工業(yè)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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