A Research On The Establishment And Practical Appraisal System For T0.chers' Working Efficiency In Higher Education Institutes

Objective: In "A number of views on further strengthening Undergraduate Education work in higher education institutions", the Ministry of Education stressed "Higher education institutes should strengthen their teaching systems and improve teaching and appraisal mechanism." The improvement and guarantee of education quality has become an important precondition of the development of the institutes. Teachers' teaching performance directly affects the institutes' operating standards and teaching quality, Performance Evaluation to teachers is a very important task of education institutes' human resources management. Current appraisal system is lack of systematicness, with quite strong utilitarian and certain arbitrariness, and lack of science; it is not conducive for regulatory administrations to conduct real-time management for teachers. This research attempts to introduce the '360-degree evaluation principle' into the work of teachers teaching efficiency appraisal, and establish a teaching performance appraisal system. It is hoped to make up some deficiencies that lie in the traditional models of instruction.Method: 1, By using questionnaires tables and consulting experts to research and establish the scheme. 2, Applying the '360-degree evaluation principle' to ensure the evaluation groups and establish a corresponding teaching appraisal indexes. 3, Applying hierarchy-analysing method to caculate the weights of indexes for every evaluation group. 4, Applying various statics models to analyse on reliability and efficiency of results.Result: The result of the validation on the established appraisal index system is satisfactory in terms of experts' idea converging grade, canonical grade and consistent grade. Applying the evaluation system to real cases,the results show that the system has reliability and efficiency.Discussion: For HR management, by introducing the '360-degree evaluation principle', the efficiency appraisal system was carried out in a number of levels and with a broad-angle; through the feedbacks from different channels, it not only encourages the evaluated members keep adjust the distance between their current situation and the goal, and then efficiently approach it, but also makes the HR department knows the real situation and then make correct decision; applying this appraisal method, which the sources to be evaluated are relatively simple, means fairer, more precise, objective and reliable and it is with the functions of guiding, managing, stimulating, diagnosing and appraising.