Study On Optimization Of Teacher Performance Management Of Dezhou Zhuoyue Training School

In the operation of modern enterprises,performance management as a core function of human resource management,its significance is self-evident.As an educational organization,the development of educational training institutions is largely determined by the quality and level of teachers.Therefore,the performance management of teachers is particularly important.Zhuoyue Training School implements performance management for teachers.Through the questionnaire survey on teachers’ awareness and satisfaction of performance management,it is found that there are certain problems in the performance management process of Zhuoyue Training School.First of all,managers and teachers have insufficient cognition of performance appraisal.Managers think that performance management is performance appraisal and do not fully understand the specific content of performance management.More than half of teachers are not fully aware of the indicators and calculation methods of performance appraisal,and teachers are only "being assessed".Secondly,its performance appraisal method is unreasonable.The current performance assessment and star teacher evaluation in Zhuoyue school are "double-track operation",but there are some overlapped contents between them.Star-rated teacher evaluation is stipulated to be carried out quarterly,but in practice,it is often simplified to every six months or even once a year.Moreover,performance appraisal indicators are not scientific.Outstanding school assign different scores to each assessment index,which is based on the experience and feelings of managers without scientific basis.It is unscientific to carry out a single quantification of teachers’ work and ignore important indicators such as teaching attitude.Finally,Zhuoyue school do not pay attention to the full analysis and application of performance results,and the application of performance results is relatively simple.When teachers have opinions on performance appraisal,there is no effective channel for performance appeal,which makes it impossible to judge that the school’s performance management is normal and effective.In view of the above problems,the author first explores the feasibility of the management model of management by objectives+key performance indicators based on the factors that enterprises consider when choosing performance management model.Then,it uses management by objectives to determine the performance goals of the teaching department and teachers in the Zhuoyue training school,and uses key performance indicators to determine the indicators of teacher performance appraisal,and employs Delphi method to judge every indicator’s weight.Secondly,the application of teacher performance appraisal results and teacher performance management procedures and appeal system should be optimized.Finally,the implementation process of teacher performance management is reorganized,and the guarantee needed to optimize teacher performance management is put forward,so as to optimize the overall performance management of teachers in Zhuoyue training school.The author hopes that this study can help to improve the management level of the school and promote the achievement of the school performance.On the other hand,it is hoped that the performance management system proposed by the author can be used as a reference for the performance management of other private training institutions and provide some references for improving the management level of private training institutions.