Research On The Incentive Optimization Of The Staff Of The Financial Bureau Of D County

Scientific and reasonable incentive mechanism can improve the enthusiasm,initiative and work efficiency of the vast number of employees,and has become an indispensable key component of many organizations at home and abroad.With the continuous changes in the political,economic,and cultural environment in the process of China's modernization,the reform of China's administrative institutions has also spread across the country from the point of view;however,some administrative institutions have adhered to the old incentive mechanism and ignored the Keeping up with the times and unable to adapt to the current pace of social development.In particular,the current incentive mechanism of some grassroots administrative institutions is deeply influenced by the traditional thinking of the older generation of leaders.New knowledge and new theories cannot be learned and applied in a timely and comprehensive manner,resulting in inefficient management of human resources.Therefore,how to improve and innovate the incentive mechanism of the administrative institutions and promote the staged improvement of the level of human resource management is a problem that many administrative institutions face and need to be solved urgently.This article uses the incentive mechanism of the establishment staff under the county finance bureau of our country as a realistic basis,combined with the basic theory of human resource management,using the methods of literature analysis and statistical analysis to analyze the existing incentives of the establishment staff of the D county finance bureau.Institutional satisfaction,examines the impact of different incentive measures on career career planning of business personnel.The results of the study found that D county finance bureau business personnel have high satisfaction with existing material incentives,low spiritual incentives,and low work environment incentives.Among them,the satisfaction of the actual basic salary payment and the career plan of the career preparation staff.This thesis includes six parts: the first part is an introduction,which mainly introduces the research background,research objects,research methods and researchsignificance of this article,and systematically analyzes the relevant research results at home and abroad;the second part mainly explains the relevant concepts in this research And the basic theoretical basis,the theoretical framework of this study was constructed;the third part explained in detail the status of incentives for the establishment staff of the County D Finance Bureau and the main contents of the incentives,including the legal basic salary,that is,the welfare system and autonomous incentive measures;the fourth part It mainly introduces the whole process of questionnaire survey and analysis of statistical results,and comprehensively shows the satisfaction of the staff of D county finance bureau;the fifth part combines the results of the questionnaire survey and analyzes many problems in the current incentive mechanism of D county finance bureau On the basis of the problem analysis,the sixth part puts forward suggestions and countermeasures to improve the current incentive mechanism,summarizes the research of this paper,and at the same time,prospects the next research.