The Study On The Optimization Of University Teachers’ Performance Management Affected By Epidemic Situation

Under the influence of the epidemic situation,the traditional teacher performance management can not adapt to the change of teachers’ work in colleges and universities.How to avoid the short board of management,strengthen the performance management of teachers in colleges and universities,and how to give full play to the maximum value of teachers’ home office is a problem that colleges and universities need to solve in the epidemic situation.Teachers’ fair satisfaction with performance management is directly related to teachers’ work attitude and efficiency.How to effectively improve teachers’ fair satisfaction with performance management needs further exploration.Therefore,this article takes H university as the research object,carries on the analysis to the H university teacher’s input factor,the return factor and the fair satisfaction degree,the teacher to the performance management fair full How to improve the performance management system to improve teachers’ fair satisfaction is the key problem in this paper.Fair satisfaction of H university teachers’ performance management is measured by input factor,return factor and fair satisfaction.The results of empirical analysis are as follows :(1)in the description analysis,one is that the average value of input elements is 3.72,which is higher than that of general degree,that is,H universities’ teachers think that their work investment is more;the other is that the performance management is unreasonable.(2)In the correlation analysis,the factors in the return factor show significant positive correlation,indicating unit salary return,promotion development opportunity return,reputation and status return,school environment return Any element in the report is fair and satisfied,and the fair and fair satisfaction of the other three elements will increase accordingly;among the input elements,knowledge and skill investment and fair satisfaction are significantly and positively related.(3)In the regression analysis,the return elements and input elements have an important impact on teachers’ fairness and satisfaction.In the analysis of(4)influence factors,salary,benefits,promotion and development opportunities,reputation and status,school environment,and performance assessment environment have an obvious impact on teacher fairness and satisfaction feelings.(5)In the interview analysis,there are still some problems in compensation and welfare,promotion and development opportunities and performance appraisal environment.Combined with the empirical analysis results,the imperfect performance plan,performance assessment and performance incentive resulted in low fair satisfaction of teachers.Therefore,to improve the performance appraisal plan,supplement the performance appraisal objects,improve the weight of performance assessment indicators,improve the performance assessment system,optimize the performance appraisal process management,targeted to improve the performance assessment feedback;and improve the performance incentive mechanism,improve the compensation and welfare system,and optimize the promotion incentive system.