The Research Of Human Resources Incentive Mechanism In Public Sector

The development of the country and society is inseparable from people,China has also been stressed that social development should be“People-Oriented”. Actually,“People-Oriented” is not just fit for enterprises, theoperation and development is also inseparable from people---public officials.Human resource management in China is still a new subject, so there is a longway for the public sector to study the incentive mechanism. The improvement ofhuman resources incentive mechanism has become an effective method toimprove work enthusiasm and initiative of public officials, and become a keyfactor to improve public sector performance.In recent years, with the continuous development of the country and society,especially the development of civil service system, the human resourcesmanagement of public sector has made great progress and improvement, and thestate also start to focus on the incentive mechanism and its improvement.However, influenced by traditional ideas and special situation of China, theincentive mechanism of state officials still has lots of problems. The problems oflow efficiency, low service consciousness and service quality, the incentivemechanism is out of date, the performance assessment is not changed, the salarysystem is relatively backward, the promotion system is bureaucracy, the competition consciousness is weak etc. All above listed problems are still existand are exist in various government departments. Therefore, to use the incentivemechanism effectively in the promotion system, salary management system,evaluation system and training system is significant in both the theory and reality.It is necessary for us to build and perfect the incentive mechanism of the publicsector and make further study to know how to organize, attract and keep thetalents effectively.After reading relevant literatures, understanding the research situation ofincentive mechanism from domestic and international, and the studying ofrelevant incentive mechanism in public sector, the thesis was divided into fiveparts which introduced the study status in and out of China, introduced the maintheories and then took Kunshan as an example. In this paper, I talked about thespecific circumstance of Kunshan city, listed a series of problems regarding toincentive mechanism in Kunshan public sector, analysis the reasons why causesuch kind of problems and put forward relevant corresponding improvementsuggestion. Kunshan is a rarely small city, while digging such kind of problemscan also reflect the shortcomings of whole country’s human resources incentivemechanism in public sector. I hope that the improvement of human resourcesincentive mechanism in public sector can motivate the human resource muchmore effective so that the public sector can become a really effectiveorganization for state affairs and social public management affairs.