A new mode of personalized kindergarten management: 360° performance appraisal

A new mode of personalized kindergarten management: 360° performance appraisal

1. "Institution + Emotion" is the new appeal of modern school management mode

The school rules and regulations are the rules, regulations, rules and norms that all teachers and students must abide by. They are the concrete manifestations of the party's and the country's various policies, policies, and laws in the daily work, study, and life of the school. As the saying goes: no rules are not square. The complexity, ambiguity and uncertainty of school management require kindergartens to implement standardized system management. School rules and regulations are an important guarantee for implementing scientific management and running a good school.

The particularity of school management objects makes human management particularly important. With the transformation from the traditional education mechanism to the quality education mechanism, the constraints of the rules and regulations can no longer become the focus of the school management model. The central position of people in the entire school management system determines that the school management work should put people in the proper position of the subject, respect people, care for people, rely on people, manage the school with humanistic spirit, and achieve emotional people. Lovers.

2. "Institution + Emotion" is a management model that is in line with the development process of our park.

Under the guidance of this modern education management thought, our park has used 360-degree performance appraisal and other scientific methods to mobilize the enthusiasm and initiative of educators, and implemented the “Psychological Assistance Program” and other humanities to stimulate educators. The development of internal drive to enhance their professional well-being.

However, the combination of institutional management and human-centered management is flexible, and the degree of integration between institutional management and human-centered management needs to take into account various internal and external factors and related backgrounds. Generally speaking, the system management is in the front, the human management is in the post, and the integration of system management and human management is a gradual process from low level to high level. We have adopted different management strategies for the differences in kindergarten development tasks and employee maturity at different stages:

The first stage: the system without dead ends - 360 ° performance appraisal

After the comprehensive renovation of the new garden, we are faced with a series of basic problems such as the increase in class, the increase of personnel, the use of gardens, and the adjustment of the system of merging the park. This requires strengthening the establishment of the system and the internalization and operation of the system. To ensure the scientific, standardized and orderly work of the various positions in the school. Therefore, we cite the strategy of scientific management and adopt a 360-degree performance appraisal method.

A new mode of personalized kindergarten management: 360° performance appraisal

The "360-degree performance appraisal system" is an all-round appraisal system. It is the object of the superior, the same level, the subordinate and the service (children, parents) of the appraiser. This method makes up for the shortcomings of the traditional top-down linear assessment; enhances the mutual understanding of employees; enhances the self-development awareness of the examinee; helps the faculty and staff to establish a positive sense of participation and establish a sense of ownership. And develop a higher degree of mutual trust.

Although the 360° performance appraisal system is an all-round assessment and system management for faculty and staff, it is not a one-size-fits-all approach. For different positions, different job characteristics, different job characteristics, the kindergarten conducts corresponding post analysis when formulating management norms, and then establishes the details of the appraisal, the subject of the appraisal, and the weight of the appraisal. In the normative formulation of rational science, it also reflects the individualized treatment of sensibility, striving to embody fairness and fairness in the evaluation and evaluation, so that every employee who is hard-working will get a suitable evaluation.

The second stage: the visible system - visual management

On the basis of scientific management, the staff of various departments and positions can perform their duties and perform their duties in the management process. They also have the ability to consciously introspect, and the leadership does not need to directly exert leadership. However, supervising employees to standardize operations is only the lowest level of management. It also needs to lead employees to be independent and creative, and achieve the shared vision of individuals and organizations in high efficiency. This is also an important way to break through the conventional development after all kinds of work in the school are on the right track. Therefore, we cite the strategy of implicit management and adopt a visual management approach.

"Visual management" is a management method that uses the visually perceptible and visually appropriate visual perception information to organize on-site production activities, to improve labor productivity, and is a scientific method of using vision to manage. The method of "visual management" takes visual signals as the basic means, and uses openness as the basic principle to make the requirements and intentions of managers as visible as possible, so as to promote visible management and self-management. self control.

We use the wall to create a graphic column, and the management rules such as the civilized code and asset management are clearly shown in the faculty, children, and parents. Moreover, we have fully utilized this method in the basic elements of management of people, finances, materials, time and space, and as much as possible, the requirements and intentions of managers have become "visible" for teachers, children, and parents. Management." In addition, we organized all the faculty and staff to discuss and revise and compile the "City Staff Growth Handbook", which covers the three major contents of the teacher's articles, teaching and research articles, and system articles. This manual not only provides a blueprint for the standard operation of faculty and staff, but also points out the direction for the employees of each position to seek their own development, and has become an important working partner of the faculty and staff of our school.

The "visual management" approach allows the manager to gradually transition from needing others to "do what you should do" and "what do you do" to be able to answer "What should I do", "What should I do", and then self Enhancement, self-innovation, self-transcendence, from passive management to active management, promote the continuous development and advancement of our park

The third stage: the system that goes into the heart - the employee psychological assistance program

After the management model has begun to take effect, since the performance evaluation has been consistently carried out, the focus is on the teacher's behavioral results, which relatively neglects the teacher's educational behavior process and internal experience; the emphasis is on the social factors of the teacher's occupation, such as responsibility. Professional ethics, basic knowledge and skills, while relatively neglecting the individual psychological factors of the teacher profession, separating the human psychology and life, the teacher's professional behavior and psychological needs, lacking the humanistic care for teachers and the growth of teachers The study of the psychological course.

In fact, career is an important part of the human life process. Cultivating the positive psychological quality of teachers not only promotes the development of their careers, but also promotes the important factors that realize the meaning and value of their lives in the course of life. As a special group, kindergarten teachers face a group of children who need to grow and develop, and need a relaxed, happy, healthy and happy mental state. It is an important part of modern kindergarten management to let faculty and staff work happily and happily. Therefore, we have also adopted the strategy of human management and implemented the EAP, the employee psychological assistance program.

The EAP Employee Psychological Assistance Program is a set of systematic, long-term benefits and support programs for employees. It provides professional staff and employees with diagnosis, assessment, training, professional guidance and consultation through professional staff to help employees and their family members solve various psychological and behavioral problems. The purpose is to improve the performance and physical and mental health of employees in the organization and improve them. The organizational atmosphere and management effectiveness of the enterprise. The essence is to enhance the performance of their work through deep care for employees, and to achieve the common and harmonious development of the organization and employees.

Based on this, our park has set up a systematic and long-term support project for faculty and staff, mainly from six channels: manager assistant, health promotion, psychological training, leisure consultant, career guidance and psychological counseling. The EAP working group is responsible for implementation. Through this plan, the performance of faculty and staff in kindergartens has been greatly improved, and the management pressure of managers has been alleviated. This has promoted the realization of harmony between people and themselves, harmony between people and people, and harmony between people and business. A spiraling process. among them,

Manager assistants are designed to further help managers master the tools and methods to build an effective team, and greatly enhance team cohesion and combat effectiveness. The main projects are: Peking University public management training, overseas inspections, etc.

Health promotion aims to help faculty members to recognize and control health risk factors and make reasonable improvements. The main projects are: warm dishes, healthy trains, passionate flying and welcome the New Year.

Psychological training pays attention to the psychological function of the faculty and staff, and pays attention to tapping the positive aspects of human nature, so as to stimulate the vitality of the teaching staff. The main projects include teacher morality construction activities: love and responsibility series activities; gratitude education activities: city Thanksgiving Day; appreciation series activities: I am a landscape, I am a gaze, there are upward steps everywhere, ten minutes before learning, mutual appreciation, and my heart is flying If I were you, I would like to know the heroes, look for the green leaves, "Your heart, my heart, together with the heart and heart"; Sunshine series activities: talent show.

Leisure consultants are designed to help faculty and staff improve their quality of life, balance the relationship between work and life, and form a benign lifestyle. The main projects include the Municipal Fashion Festival, the Municipal Food Festival, the City Reading Festival, watching drama performances, holiday tours, and collecting winds.

Career guidance is designed to help faculty and staff properly handle changes and problems that occur in professional life. The main projects include special vocational lectures, professional training, project teams, temporary matrix organizations and teacher-student pairing.

Counseling provides personal interviews and eliminates emotional disorders for all kinds of psychological problems faced by faculty and staff. The main project is to establish a psychological counseling room and hire psychological experts to conduct individual psychological dialogues.

A new mode of personalized kindergarten management: 360° performance appraisal

In the colorful activities, the "City Heart Sound Card" is a content that is more distinctive and popular among us. It contains a wealth of content, such as care and gratitude, help and help, advice and advice, and plays a role in communication between individuals and teams, individuals and individuals.

If the 360° performance appraisal is to help the faculty and staff to plan all aspects of the work from a rational point of view, then visual management is to help the faculty and staff to exert subjective initiative, self-management and development, and finally the employee psychological assistance plan. It is entirely from the perspective of emotional and humanistic care, providing them with a platform for accumulation. From the beginning of the heavy system, quickly realize the comprehensive performance appraisal of faculty and staff, and focus on the mental health of employees from the perspective of humanistic care. The three stages of the construction of the municipal kindergarten management system complete the perfection of system and emotion, rationality and sensibility. Combine.

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