Study On The Incentive Effect Of Public Institution Salary From The Perspective Of Two-factor Theory

As an important part of the social organization unit,public institutions have fully implemented the post performance pay system and adopted flexible and diversified distribution methods for the incentive performance pay.In recent years,targeted reforms have been deepened,especially in the aspect of salary and treatment.With the implementation of the merit pay system in public institutions,it has made remarkable achievements in improving the ways of salary and reward in public institutions,mobilizing the subjective initiative of employees,improving the scientific management of personnel,and enhancing the public benefit effect of public institutions.However,the composition of performance salary is not single,and there are also differences in various industries and departments.In the reform of performance salary,the incentive performance salary requires all public institutions to formulate performance appraisal plans based on their own reality and distribute them.However,many public institutions did not use the "noble sword" of incentive performance.After the excitement in the early stage of the reform passed,employees in some departments gradually became lazy.The incentive performance could not give play to the purpose of stimulating employees’ work enthusiasm,which seriously restricted the normal operation of the performance pay system.Therefore,it is crucial for the human resource management of public institutions to give full play to the incentive function and motivate every worker to work hard through the fair and reasonable distribution in the comprehensive implementation process of the merit pay system.How to further improve the performance pay system in public institutions and how to promote the fairness and rationality of performance pay distribution needs our further discussion.This paper adopts the method of questionnaire survey,literature research and other research methods,takes the public institutions subordinate to xiaoshan district bureau of agriculture and rural areas as the research object,and probes into the operation mechanism,assessment method,distribution basis,issue and cash of salary system of several public institutions.Statistical analysis by investigating the root of the current compensation system affect incentives,gather ascension effective factors of incentive effect,thus found in theassessment of system construction,system design,awarding merit pay scale setting,distribution of salary distribution,performance,etc,existing problems and facing challenges,and put forward to perfect the compensation system,on the basis of the effective countermeasures to give play to the role of incentives,such as establish the department in charge of the inspection,perfecting personal assessment scheme,improve the mechanism to achieve the effective implementation of the performance appraisal and distributive justice,through a series of targeted the feasibility of the strategy,constantly promote institution of salary system is perfect,To stimulate the enthusiasm of the staff,enhance the comprehensive competitiveness of public institutions,and then to provide other public institutions to implement the incentive performance pay experience can be used for reference.