Study On Human Resource Incentive Mechanism Of Ulanqab Natural Resources Bureau Of Inner Mongolia

As one of the most important national departments,the natural resources bureau plays a crucial role in environmental protection and economic development.In order to better improve the mode of management and improve the initiative of personnel,it is necessary to strengthen the reform of the incentive mechanism of human resources.In recent years,the incentive mechanism of public sector for staff has been gradually improved.The Natural Resources Agency has unique "Vertical system”.There are many unique problems inhuman resources incentive process in addition to the common issues of the public sector incentive management.As a result,it is impossible to achieve a complete unblocked promotion channel for personnel,and the horizontal communication for talents at the same level.In order to improve the incentive mechanism of the natural resources administration system,through investigation and research,taking the Ulanqab Natural Resources Bureau as a typical case,this paper puts forward the existing problems of the current grass-roots Natural Resources Bureau,and the methods of improvement.By summing up the excellent experience and practices at home and abroad,this paper lists the current human resource structure and problems of Ulanqab Natural Resources Bureau,analyzes whether the incentive methods have been fully applied,and finds out the shortage and analyzes the causes.At present,the main problems of Natural Resources Bureau includes obstacles to the exchange and promotion of cadres,increasing career risks of cadres,lack of scientific performance management model,and talent management mode to be improved.Based on a large number of literature study,‘dig-in' and comparative analysis on the natural resources system management model,,combining with practical experience and incentive theory,this paper puts forward the methods to improve the incentive mechanism of human resources of Ulanqap Natural Resource Bureau: The first is to solve the obstacles exist in the flow of personnel and promotion,and to avoid the spread of negative emotions;The second is to train professional risk awareness,accurately grasp the relationship between the occupation,laws and the personal development;The third is to improve the performance management methods,and improve the effectiveness and positiveness of performance management through employee participation.;The fourth is to gradually improve the unreasonable structure of personnel through the management of talents,and continue to increase the emphasis of personnel management.