Research On The Optimization Of Teacher Performance Appraisal Of T Education Training Company

In recent years,my country’s education and training industry has developed rapidly.The number of education and training companies and the overall market size of the education and training industry have continued to expand.More and more students have begun to conduct various training and learning outside of schools.However,due to the low market concentration of the education and training industry,the industry is flooded with a large number of small and medium-sized enterprises.The performance evaluation of the teacher team in these enterprises is very unscientific,which seriously affects the stability of the teacher team and further affects the interests of students and parents.As the most important asset of an education and training company,the importance of teachers is self-evident.Scientific teacher performance appraisal can improve the performance of teachers and the company.How to optimize the design of teacher performance appraisal in education and training companies has become a topic worthy of discussion.This article takes T Education Training Company,which has been deeply involved in the education and training industry for many years,as the research object.Through interviews and questionnaires,it collects the status quo of the performance appraisal of teachers in T Company,combines performance appraisal related theories,analyzes the problems in its appraisal plan,and further analyzes and reveals these The reason behind the problem.The study found that: T company’s current performance appraisal program has specific problems such as single appraisal subject,unscientific appraisal index system,and unrigorous appraisal methods.The reasons for the problems include insufficient understanding of performance appraisal,lack of strategic top-level design for performance appraisal programs,lack of professionals to participate in the design of appraisal programs,and lack of necessary safeguards.On this basis,this article optimizes the design of the performance appraisal scheme: the Delphi method is used to re-select the specific performance appraisal indicators;the analytic hierarchy process is used to determine the weight of each appraisal index;the specific characteristics are given in combination with the different characteristics of the appraisal index.Combining the different characteristics of the assessment indicators and the recommendations of the company’s management,it gives suggestions on specific performance assessment methods,assessment subjects and assessment cycles.Finally,in view of the reasons for the problems in the current teacher performance appraisal plan,it is proposed to comprehensively increase the attention to performance appraisal,implement 360-degree appraisal,strengthen the training of appraisal subjects,establish performance communication and performance feedback mechanisms,and formulate performance that matches the performance appraisal Suggestions on safeguard measures such as the salary system.