Study On Motivation Mechanism Of Chinese Government Department Based On Performance-Management

In the new history period, especially with the deepening of China’s administrative reform and the development of the democratic political construction, it gives more requirements for government management. And the motivation mechanism is the main means to improve work efficiency and cohesion within organizational. It arouses more and more attention both in the academia and government department. Motivation mechanism System in the Chinese department mainly includes promotion incentives, training, salary incentives, but little research has been conducted in the performance incentives and its using. In modern HR systems, performance management is the key segment, and the motivation mechanism that intends playing a full role in the public sector must base on it. Therefore, the paper, from the perspective of performance management, analyses the questions and improvement measures which exists in motivation mechanism of Chinese government department. It uses successful experiences about performance management and motivation mechanisms of domestic and international government for reference. And then it proposes the establishment of performance-based motivation, such as compensation, promotion, career planning and others, to improve motivation mechanism of Chinese government department.Chapter one:Introduction of the paper. Describe the main background of the article, the objectives, significances and the research at home and abroad. Then put forward research ideas, methods and the possible innovation of the article.Chapter two:The relevant concepts and theoretical basis. This chapter describes the concepts of Chinese government performance-management, motivation mechanism and other related concepts. Then I analyze the relationship between the performance management and motivation mechanism of government department, as performance management is the key link of the motivation mechanism; encouraging feature is the core of performance management. It provides the basis for the study about performance-based motivation mechanism. At last I put forward the theoretical basis of Chinese government department motivation mechanism, including Motivation Theory and Humanity Hypothesis that are the foundation of motivation mechanism.Chapter three:Analysis the present situation of Chinese government department motivation mechanism on the base of performance management. It introduces the present situation of motivation mechanism in Chinese government department, and analyzes the problem and its causes of motivation mechanism. And the performance management is the core of motivation mechanism. The reason why motivation mechanism of Chinese government department can not effectively make efforts is the problem of performance management.Chapter four:the experience of performance management at home and aboard. First, I introduce the practice of performance management in Britain, Australian, and Korean. Second, I analysis differences and commonalities of performance management between Chinese and other government department, and thus we can learn from experience of foreign government department. Third, after the case study on the performance management of local taxation department, I am trying to provide a reference for Chinese government department motivation mechanism.Chapter five:How to build the Performance-based management motivation mechanism in Chinese government department. First of all, I define the principle of China’s public sector motivation mechanism, and then put forward specific measures how to build it. In terms of system, we must establish a perfect and comprehensive performance management system. In the performance evaluation tools, I advice to put the Balanced Scorecard model to use. Also, we should apply the results of performance management to the pay system and the competition system and the staff’s career development. We need to improve the supporting system of the performance evaluation and use multifarious motivation. Finally, some effective safeguards should be set up, such as attaching importance to the performance management, building a good organizational culture and performance auditing system.