Study On The Incentive Mechanism Of Human Resources In The University Library

The21st century, the rapid development of new technology, newindustries booming, China University Library, including library career hasalso entered into a new stage of development. Under the new requirementsof the new era, and the library, new expectations, people continue torecognize, in the process of promoting the development of libraries,human resources are the most active, the most active and has a very stronginitiative important factor. Therefore, we must be librarians as animportant human resource training and firmly establish the concept ofmodern library management, perfect and innovative library managementsystem and norms. Over the years, many of our experts and scholars fromthe point of view of the theory and practice of human resourcemanagement issues of the University Library, a large number of studiesexplore important theoretical basis to adapt to economic and socialdevelopment became the new library. In this information age, collegeteachers and students, the demand for information, whether it is in thequantity, quality or timeliness than before largely improved, At the sametime, teachers and students also reflects the demand for knowledge andinformation a specialized, personalized and diversification characteristics.The University Library is an effective platform to provide the knowledgeand information of university teaching and research. University Library inorder to meet a wide range of knowledge and information needs ofteachers and students, it is necessary to carry out multi-style knowledgeand information resources and services, the library to become one of thepillars of the modern university, to provide services for the school’steaching and research. Realize the library career flourish, the key is toenhance the library staff work initiative, initiative and enthusiasm. To do this, based on the basic principles of modern incentive theory, the use ofscientific and rational incentive to promote the work of the library staffcreativity, initiative, initiative, enthusiasm, etc. into full play. Therefore,incentive problems to the human resources of the University Library as aresearch topic, the theoretical and practical significance.In this paper, using documentary research, case analysis, andinterpretation of the inductive method and other methods, and strive to thecombination of theory and practice. This paper first defined the concept ofhuman resources, incentive theory, and explain the importance of effectiveincentive University Library Human Resources; internal AgriculturalPolytechnic library of the human resources of the University Libraryincentive The present situation and problems were summarized andanalyzed, discussed the reasons of the University Library in HR incentiveproblem. On this basis, it is how the university library human resourceseffectively motivate countermeasures and suggestions.This paper is divided into five parts. The first part of the paper mainlyelaborates the background and research status at home and abroad;Summary of the second part of human resource management and incentivetheory and regulation, including public human resource managementtheory, public human resource incentive theory and mechanisms, as wellas of the library human resources management regulatory and incentivemechanisms; less than a third part of the Agricultural UniversityPolytechnic library, for example, analysis of management and humanresource incentives status quo, the main problems as well as the maincauses of the problem, and summed up the human resources of theUniversity Library in China management and motivation of theoutstanding problems and causes of the problem; Section IV presents theideas and suggestions of how to build a reasonable Libraries’ HumanResources incentives, including institutional innovation, institutionalinnovation and norms, leadership philosophy, team building aspects of thequality of personnel, as well as a library and cultural environment; conclusion.The study shows that the management system is standard, stateemployees’ needs, incentives and motivate the timing is reasonable, andmanager behavior-oriented motivate the validity of the main factors toaffect the university library human resources. Therefore, the UniversityLibrary from standardize the internal management system starting,establish and improve the scientific incentives to establish apeople-oriented management awareness, conduct a comprehensiveinvestigation and analysis of the demand for employees to select theappropriate incentives and patterns, improve human resources theincentive an important guarantee of the validity of basic content.