Study On The Performance Evaluation Of Adult Education Teachers In Guangdong Baiyun University

Private Adult Education Development in China started relatively late, in 1987 the State Council approved the State Education Commission "on the reform and development of adult education" the adult education development goals and tasks, from private adult education began to sprout and flourish. For nearly thirty years, the private adult education with Chinese higher education has been a dream for thousands of adult and serving personnel to improve their educational background and obtain professional qualification certificates. In the fast developing period of China’s economy, the private adult education is a powerful promoter of lifelong education. Private Adult Education and higher education is the essential difference:(1) the source of funds, private schools are individual investors running, daily expenses all from student fees;(2) teachers are different in nature, is a private teacher appointment system, is called the mud bowl, at any time may be broken;(3) different students, private adult education students from the society, have high exam students, employees, age difference, weak foundation. From the above three major characteristics, it can be seen, want to run private adult education is an unusual thing. The school is actually office teacher, to the private adult education funds in a limited basis, must be a rational structure, cultivate strong professional ability and stable staff of teachers, teachers must reduce short-term workers attitude, teachers willingly want to work, to continuously improve the quality of teaching so, the adult education poor students into high technology talents urgently needed by the society, the development of the school is likely to continue. So the private adult education teacher is very important to the stability and growth of the teacher.How can we promote the relative stability and healthy growth of the teachers? Scientific and reasonable performance evaluation is the key. Through the assessment, let the teacher become the master of the school, become the main body of the assessment, through the assessment, teachers find their own shortcomings, and actively strive to correct, improve, improve their. The current reference of the adult education in Guangdong Baiyun University is not suitable for the development of the teachers. Therefore, it must be based on the actual situation, based on the school, optimize the performance evaluation system of adult education teachers in Guangdong Baiyun University. Based on the theory of performance evaluation, this paper analyzes the present situation, problems and reasons of teacher performance evaluation in our school, through investigation, literature, comparative study and comprehensive analysis. Then, we take the personnel training scheme as the position, optimize the performance evaluation index, the evaluation method, establish the dynamic assessment, perfect the feedback and application, and then establish a series of optimization. This paper is divided into 7 chapters: the first chapter mainly introduces the research background and significance; the second chapter mainly introduces the basic meaning, performance appraisal methods and basic theory; the third chapter mainly introduces the faculty structure, source, the proportion of the loss and performance appraisal process; the fourth chapter mainly discusses the problems from the leadership, the Organization Department, teachers, capital and other aspects of performance appraisal, lead to distorted aliasing, a deviation from the school long-term development objectives; the fifth chapter mainly from the personnel of private adult education orientation, the whole school of thought, planning and puts forward the principle, and according to the performance appraisal process assessment indicators, assessment content, assessment methods, assessment subject, dynamic assessment, result feedback and application of gradual optimization the sixth chapter mainly from the campus culture; and the perfection of the system, an important incentive funds, enterprises cooperate closely,. The seventh chapter is the conclusion and prospect. To sum up the paper, and put forward the inadequacies of the study and suggestions for improvement.In this paper, the characteristics of Private Adult Education in the research process, I continue to deepen the knowledge of human resources management, to better engage in this work, in order to strengthen the management of teachers, improve teaching quality, enhance students’ employment competitiveness, and contribute their own strength. At the same time, this paper also provides some research ideas for the performance evaluation of teachers in other departments or similar institutions.