The Study Of The Incentive Mechanism Of Professional And Technical Personnel In The NGCN

Navigation support is known as one of the support systems for national transportation,which also plays a significant role in maintaining the safety of water transportation,improving the service quality of water transportation and protecting the water environment.The Ministry of Transport set up three navigation guarantee centers across regions in 2012,and named them as Navigation Guarantee Center of North China Sea,South China Sea and East China Sea,which belong to public institution with full financial allocation.At the same time,it undertakes the technical support and service support responsibilities for the construction and maintenance of various aspect,including maritime navigation marks,port and waterway surveying and mapping,and water safety communication within its jurisdiction.As a maritime security institution,professional and technical personnel are the core forces of development.Under the new development situation,it is extremely important to build a team of technical talents with professional skills,professionalism and professional attitude.In this thesis,it takes the Navigation Guarantee Center of North China Sea(NGCN)as an example to study the incentive mechanism of professional and technical personnel in maritime security institutions.Based on the elaboration of the classic incentive theories at home and abroad,it uses Maslow’s hierarchy of needs theory as the starting point,to establish the satisfaction evaluation system and design the satisfaction questionnaire of professional and technical personnel incentive mechanism of the NGCN,through the analysis and summarization of the data,we found the following problems: the compensation system of NGCN should be perfected,the performance assessment is not scientific,the administrative position can’t be promoted smoothly,the work of evaluation and employment of professional title is lack of dynamic management,education and training lack of motivation and workload is heavy and so on.In response to the problems found,this thesis puts forward the principles and offers proposals from establishing a scientific salary mechanism,designing a performance appraisal system,improving the promotion mechanism,innovating the education and training system and creating good organizational culture to improve the incentive mechanism.