Research On The Incentive Mechanism Of The Basic-level Administrative Staff In S College

As an important part of universities,basic-level administrative staff are the implementers of the school’s various systems and school affairs,and are also an important force in maintaining the normal operation and promoting the reform and development of the school.In the development process of higher education,it will not only help improve their enthusiasm for work,but also have a positive effect on improving the efficiency of various administrative tasks and advancing the development of the school,by respecting the hard work and improving the incentive mechanism of the basic-level administrative staff.Based on relevant incentive theories,including Management By Objective Theory,Equity Theory and Alderfer’s ERG theory,this research conducted an in-depth analysis of the current situation of incentive mechanism for basic-level administrative staff in S College.The study found that S College has problems with modern incentive theory in the four aspects of salary,assessment,promotion,training and re-education.It is manifested in the disconnection between the salary system and job responsibilities,the modeling of the evaluation system,the difficulty of job promotion and professional title evaluation,and the formalization of re-education such as training.These problems make the basic-level administrative staff unable to get effective incentives,which breeds professional lassitude and hinders the development of the school.Therefore,this thesis puts forward suggestions: school leaders should change their consciousness,establish a correct motivation concept,and establish an incentive system that focuses on work efficiency,salary rewards,career promotion,material incentives and balances equity and humanistic care.To be specific,firstly,a scientific and fair performance appraisal and a scientific and reasonable salary system should be established;Secondly,based on the actual situation,the college should fully consider the commonality and individuality of the evaluation indicators,referred to the internal evaluation of the secondary unit and the evaluation of the service objects,establish a indicator evaluation system,oriented by real performance;Thirdly,the college should optimize the job configuration and set up posts as needed,improve the promotion mechanism,unblock the rank and title evaluation channels,and implement competition for posts and the survival of the fittest;Fourthly,the college should attach importance to the career development of basic-level administrative staff and improve the vocational training plan and training system.