Research On Human Resource Incentive Mechanism Of University Library

This paper discusses the theory of human resource incentive mechanism in university libraries, the current situation and countermeasures of human resource incentive mechanism in university libraries.Human, as an advanced animal, should not only meet their basic physiological needs, but also pay attention to advanced needs. The needs are from the inside out, from the basic to advance; In the construction of the incentive mechanism, we should combine the actual situation of the incentive object on the basis of meeting the most basic and the most pressing needs, and then to meet the needs of its high level gradually; Human needs are diverse, meet any level of need will produce a certain incentive. Hence, in order to achieve the most effective incentive, the specific circumstances of the need to develop targeted incentives should be considered; People think their rewards are not fair, in the construction of incentive mechanism, it is important to pay special attention to equity issues, to guide employees to establish a correct view of justice through reasonable performance standards and clear objectives, and to prevent their own discretion to determine whether their remuneration is fair; The main basis to stimulate the inner potential and to mobilize the enthusiasm of people is valence and expectations. That is, people's behavior is expected to predict the outcome of a certain appeal, then to implement a certain behavior, in the construction of incentive mechanism, not only to pay attention to the valence, but also to pay attention to expectations; When people's behavior motivation has been hindered by some obstacles, they will produce a kind of negative psychological state which can lead to a certain behavior. But, through appropriate incentives, the negative mental state can be changed into positive mental state, and then the negative behavior can be transformed into positive behavior.According to investigation on the situation of human resource incentive mechanism of M university library, the exiting problems are:The incentive mechanism of material of human resource in university library is not perfect, less attention be paid and supported on the promotion of technical title of personnel; Lack of means of spiritual motivation, especially for the low level and young staff; The method of performance test is not scientific. To specify the proportion number of performance level leads to a unreasonable and unreal end.There are three ways to improve the human resource incentive mechanism of M university library. First, complete the mechanism of the promotion of technical titles of library, so that they can easily promote their technical titles. The method is to provide scientific platform and more research time and to improve the degree. Further more, the application for patent, published papers, research topics should be considered into annual performance evaluation assessment tasks or three years of performance assessment tasks. Second, to improve the spiritual incentive mechanism by combining individual and collective spirit. The method is to set up the library level of oral recognition and honor to the standard, to establish the spirit of the promotion collective award, to set up to obtain patents award, scientific research results award, achievements award and the spiritual award of published papers, to establish staff proposal award and the adoption award. Third, annual performance evaluation method for workers change the meeting rating into the'set' level.The key point is not set the number of proportion of the standard of excellent, qualified and unqualified according to the staff position or the title level is excellent, qualified, unqualified conditions of standard. The staff who achieves the criteria of excellent standard is evaluated to be a good grade and vice versa. All in all, what level of performance is the level of performance.