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ϷijšIԺЧYʩ}c

rg:2021-02-08:
Čx@һƪPںϷijšIԺЧYʩ}cߵ,SҸߵȽİlչšѱcͱƽoɵҪλm•rڸšԺУİlչHšIWԺM˿ЧYĸ

ժ Ҫ


SҸߵȽİlչšѱcͱƽoɵҪλm•rڸšԺУİlչHšIWԺM˿ЧYĸȻڌHšIWԺĿЧYʩrЧMг{еĻAlFǰĿЧYʩڿЧָ˲ƌWЧ˷ƶ̲ԼЧ˽YδwFšrֵȆ}

ĽbWPڼоՓC\īI{鷨оҳЧYʩдچ}ԭһǽšЧYһēĺ͵|ǿЧָyԾ_ͼǿЧ˼CƲǽššδְܳl]ڽbͬ͸ЧYĸPɹ֮ᘌHšIWԺһ݆ЧYĸƒh



ϷijšIԺЧYʩ}c
 


ӴЧYĸߵHšIWԺЧYĸxʽPͨ^“+”Yϵķʽ؞šš`Ͳθ

OЧָշּԭtOӋЧָͬ̎ȺwĹcwFšij~ͬrעؽšҳLָ˵Ŀ

ٴmЧY˷HWԺһ݆Ч˷ƶ^߿ЧYڹY~еռMһԿЧY˽Yđ̶Ȱl]ЧYļЧ

MһšڿЧ˷ƶ^еąccšͿЧָЧ˘˜Ч˷ʽMгֵ̽ӑJ ȡšĽhҊʹЧĸ^̸ӹƽͿ^

PI~ 
šԺУ˜IλЧYĸ

Abstract


In recent years, with the development of national higher education, higher vocational education has been promoted to an important position which complements applied undergraduate education. In order to adapt to the development of higher vocational colleges in the new era, H vocational college has carried out the reform of performance pay. However, on the basis of full investigation on the implementation and effect of performance pay in H vocational college, it is found that there exists problems in the current performance pay implementation scheme, such as unscientific performance appraisal index, unreasonable process of performance appraisal scheme,and the result of which fails to reflect the value of faculty and staff.

This paper draws on the research theory of western scholars on motivation,comprehensively uses literature method and investigation method and and conducts in-depth research and analysis to find the causes of problems in the implementation of performance pay.

First, the faculty and staff have a certain degree of worry and resistance to performance pay. Second, the performance appraisal indicators are difficult to accurately quantify and refine. Third, the performance appraisal and incentive mechanism is not perfect; Fourth, the functions of the faculty representative assembly are not fully utilized. After learning from the relevant successful practices in the performance pay reform of the same type of colleges and universities in China, the following optimization and improvement suggestions are proposed for the new round of performance pay reform in H Vocational College:

First of all, strengthen the publicity of the performance-based pay reform policy,and publicize the meaning, method and relevant policies of H Vocational College's performance-based pay reform to all teaching and administrative staff through a combination of "online + offline", so as to eliminate misunderstanding and distrust among teaching and administrative staff.

Secondly, reasonably set performance assessment indicators, design performance assessment indicators from top to bottom according to the principle of hierarchical management, and classify assessment according to the work priorities of different groups of teachers to fully reflect the excessive workload paid by the teaching and administrative staff. At the same time, pay attention to the evaluation of self-growth indicators of teaching and administrative staff.

Thirdly, in the process of making a new round of performance appraisal plan, H College can improve the proportion of performance salary in the total salary, further optimize the composition of incentive performance salary, strengthen the application of appraisal results, and give full play to the incentive effect of performance salary.

Finally, further enhance the sense of participation of faculty and staff in the process of making performance appraisal plans, fully discuss with faculty and staff on performance appraisal indicators, performance appraisal standards, performance appraisal methods, etc., earnestly listen to the Suggestions and opinions of faculty and staff, so as to make the performance reform process more fair and objective.

Key words:   higher vocational colleges; institutions; performance; pay reform

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