Stady On The Teacher Performance Management In Applied College

Since the beginning of the21st century, the higher education of china evolves fromthe elite stage to the popularization stage. Due to the shortage of public educationresources, private colleges are spring up as well as the foreign colleges emerging to thenational visions, leading to fierce competition among Chinese universities. Inadequateinvestment of public resources, together with wrong pursuit of "level enhancement" on thedevelopment direction, the local colleges are facing serious survival crisis. So seeking thenew development direction turns into a task of the top priority. Application-orientedcolleges are the development direction for the survival and development of local colleges.Application-oriented colleges provide services to the local regional economic and socialdevelopment, training for undergraduates, cultivating high vocational students and a fewgraduate student of engineering.After repositioning the development goals of local colleges and universities, thequality improvement issue of education must also be considered, which is the "upgrading"difficulty currently faced by local colleges and universities. The key point of improving thequality of education is to improve the soft power, which is human resource performance,especially the performance of professional technical personnel. This paper applies a varietyof research methods and theories to the study on "professional technical personnel ofapplication-oriented university ", focus on the topic of "improving quality". The maininnovation of this paper is on the subject of human resources performance management,which is the "application-oriented" local university. This paper comprises the followingtwo parts:(1) Key performance indicators for professional technical personnel ofapplication-oriented local colleges and universities. Content standards and weights aremainly studied. The index system is built from teaching, research and other areas, whiletwo types of indicators are classified: basic and excellent. Basic indicators primarily toguarantee the teachers’ daily work, to determine the lists of eligibility, the basic qualifiedand unqualified, at the same time, candidates list for outstanding teachers is drawn. Themain aim of excellence indicators is to encourage innovation and development for teachers,and promote the development of the district, to determine the list of outstanding andadvanced teachers in the candidate list of outstanding teachers. The weights of the basicindicators are determined by applying analytic hierarchy process method into the investigated data; the weights of the superior index are determined by applying experientialsummary method.(2) Take an application-oriented local university for example, the key performanceindicator system is combined to discussing the performance management process;combined with the actual situation of a local university, the results from the above KPIsystem are used to explore the performance management process. The process includes:performance planning, implementation and management, assessment and feedbackinterviews, and the use of performance results at last.After the above two aspects been improved, the form system of the performancemanagement needs to be settled. During this process, the performance communicationenhancement mechanism needs to be constructed, the performance results needs to beapplied, etc. The road which any local colleges or universities developed into anapplication-oriented, high-quality, specialty colleges has a long way to go.