Study On The Incentive Mechanism Of Civil Servants In H In Beijing

Public sector is to ensure the normal operation of the state machinery of the state, civil servants as the state machine operator. In the whole administrative system in very important position, a set of effective retain talent, use talent, management talent incentive mechanism is especially important, salary incentive as the excitation mode is the most common, the main means and in the public sector human resources management has a pivotal position. However China’s current public sector salary incentive mechanism is not as satisfactory, did not play its due role. Therefore, it is necessary to put forward a set of more in line with the national conditions of China at the present stage of public sector pay incentive mechanism.This paper through the literature research method, comparative research method, inductive method, questionnaire method and other research methods, taking the city of Beijing H department as the research object, from the basic concept of civil servants incentive mechanism to start, analysis of influence of salary of civil servants incentive mechanism, and find out the existing problems of civil servants incentive mechanism, the current salary system in the main structure directly linked with the civil service, as a grass-roots civil servants by position limits and other factors, job promotion, salary growth slowly, wages and job content and job matching, fair wage difference, incentive ways, by referring to foreign public sector pay the incentive and experience combined with China’s national conditions, try to put forward the suitable for Beijing H Department salary incentive mechanism.Motivation is the core of human resource management and government departments, civil servants is to raise labor efficiency, management level and competitiveness of key sectors; salary incentive to play its due role as incentives in the most common and most important means to need to establish the scientific and reasonable salary structure based on the reasonable salary structure by pay wages, bonuses and benefits of the three elements, determine the reasonable proportion of salary broadband, pay money to implement, in addition to pay by regulating the market salary level, salary promotion implementation through the post job meticulous, pay attention to the performance and achieve pay equity, also with incentive culture, evaluation system, supervision system, etc. the salary system of the security conditions, the formation of a scientific and effective salarv system.