Research On The Incentive Mechanism Of Off-staff Managers In Universities Of Guangdong Province

According to the requirements of the Classified Reform Plan of Public Institutions in 2017,universities and public hospitals will retain the attributes of public institutions and cancel their establishment.At present,university managers are mainly divided into two types: in-staff managers and out-of-staff managers,while out-of-staff managers are divided into short-term contract workers,labor dispatch and temporary workers.With the deepening of reform,various forms of employment mechanism will be the major trend of personnel reform in institutions in the future.In recent years,professional degree education has shown a leap forward.As one of the first professional degree projects,MBA project enrolls more and more students,develops rapidly,and requires higher and higher management.Especially as the managers of MBA education project,their work enthusiasm and creativity directly affect the management level of MBA project and the quality of MBA education development.Based on a systematic review of the research results on incentive mechanism of grass-roots management and non-staff in Colleges and universities at home and abroad,this paper defines the core concepts of incentive and incentive mechanism,explains incentive theory,public human resources management and other theories,and compiles MBA Education Center in Colleges and universities.The current situation,existing problems and causes of foreign managers are analyzed and studied.This paper constructs an incentive mechanism model for non-staff managers in MBA education center,which is based on the principles of fairness and justice,self-incentive,contingency,combination of positive incentive and negative incentive,combination of material incentive and spiritual incentive,and includes salary mechanism,performance evaluation mechanism,training mechanism,promotion mechanism,policy incentive mechanism and emotional incentive mechanism.Constructing and perfecting incentive mechanism for non-staff managers of Guangdong MBA Education Center,making its organizational culture more united and upward,personnel allocation more optimized and rational,competitive atmosphere more benign and harmonious,and work performance more high-quality and efficient,thus promoting the long-term development of MBA education projects.