职业学校教师培养是一项系统工程,需要上级行政部门、学校和教师齐心协力、相互配合,形成三方联动合力,综合运用多种培养策略,避免单打一、各行其是和相互拆台,不能因绩效工资管理中出现教师人浮于事的某些现象而忽视了师资培养与激励管理。笔者想为这所学校提供一些破解之道:一、绩效管理“激励化”绩效考核是职业学校人力资源管理的重要环节,职业学校要建立以绩效管理体系为主轴、教师自觉劳动为辅轴的综合管理体系。实施绩效管理要兼顾以人 Vocational school teacher training is a systematic project, requiring higher administrative departments, schools and teachers make concerted efforts and cooperate with each other to form a synergistic tripartite cooperation, comprehensive use of a variety of training strategies to avoid singles, go with each other and the demolition of each other can not be due to performance pay management There are some phenomena of teachers floating in the neglect of teacher training and incentive management. I want to provide this school some crack: First, the performance management “incentive ” performance appraisal is an important part of human resources management in vocational schools, vocational schools to establish a performance management system as the main axis, supplemented by teachers’ conscious work Shaft integrated management system. Implementation of performance management should take into account the people