A Study On The Optimization Of Teacher Post Performance Management In A Training Company

In the development of Chinese social undertakings in the new era,basic education,which is the great plan of the country and the great plan of the Party,plays an extremely important role.However,in recent years,the excessive workload of students and the pressure of discipline training have led to the emergence of many myopic and utilitarian educational problems,which hinder the healthy development of youth education in China.The general office of the state council issued the policy of "double reduction" in order to establish an effective trade-off mechanism,return education to the normal development track and inject new vigor into the education of our youth.This also means that our country tries to change from examination-oriented education to education that improves national quality in an all-round way,compulsory education,quality education has received more and more attention.Quality education is strengthened and valued in the compulsory education stage.The main body of this thesis,A training company,has a long history of cultivation in the field of non-disciplinary quality education,in line with the policy,welcomed a wave of development.In this thesis,taking the performance management of A training company as the research target,combining with the current performance management research theory at home and abroad,this thesis makes a comprehensive investigation of A company and its performance management of teachers by means of questionnaire survey,face-to-face interview,field study to A company,including consulting the personnel management data of A company.On the basis of understanding the current situation of performance management in A company,an analysis of the performance management system of teachers’ posts shows the differences among them.The first is that teachers’ posts are not clear about the purpose of performance management,and think that performance management is a matter of leadership,which is a criticism rather than a recognition for them.Second,the performance management scheme design is unreasonable,lacks the appraisal index which pays attention to the staff development,also does not have the representativeness and impartiality;Third,the performance appraisal result is not scientific,the artificial interference is too big,the manager only looks at the performance data will not look at the ability staff comprehensively and comprehensively;The fourth is the lack of communication and feedback mechanism,teachers most of the staff passively accept the results,there is no feedback mechanism.These problems make performance management in A company formalized,not accepted by leaders,and not understood and recognized by employees.In order to achieve the strategic goal of company A,this thesis analyzes and evaluates the strategy at the company level by means of balanced scorecard,and details the goal to the teacher position,so as to ensure that the evaluation of the teacher position performance is more scientific and systematic,so as to optimize the current management situation.The most important part of the performance appraisal of management position is to play the role of key performance indicator KPI to improve performance management.In order to promote the successful implementation of teacher position performance management optimization in Company A,targeted measures and safeguards can be taken to realize the positive feedback of performance management to the development of Company A.