Research On The Optimization Of Employee Incentive Mechanism Of Continuing Education Colleges In Shanghai Public Universities

As we all know,the rise and fall of the national movement depends on education.Among them,continuing education,as a part of China's education system,is also the external service window of colleges and universities,which plays an important role in cultivating the habit of lifelong learning for the whole people.In recent years,under the background of economic development and changing social needs,colleges and universities have started the transformation and development of continuing education colleges.For a long time,human resources have played an important role as the main body of reform and innovation.Therefore,the working status of employees in continuing education colleges directly determines the speed and quality of the transformation and development of continuing education and the construction of lifelong education system,and plays an important role in the quality and development of the whole industry.Modern management emphasizes that people are the core of management,while incentive is the core of modern management.Different from the general managers in colleges and universities,the employees of continuing education colleges are a special group of college employees,because they are directly facing the vast number of social students.Therefore,it is necessary to optimize and perfect the incentive mechanism,which will help to enhance the internal motivation of the employees in the continuing education college and improve their work efficiency and enthusiasm.It can be said that it is an important guarantee for colleges of continuing education in colleges and universities to improve their market competitiveness and an important support for transformation and development.In this paper,by means of literature research,questionnaire,etc.based on Hygiene-motivational factors and fairness theory,the author introduces the current situation of the incentive mechanism of the college staff by taking the College of Continuing Education of Y University as an example.In addition,based on the questionnaire results,the author analyzes the following five problems in the incentive mechanism of the college: lack of fair and reasonable salary system;the assessment mechanism is simple in form and the school pays insufficient attention to it;rigid management mode;lack of scientific post allocation and related vocational training;lack of spiritual encouragement to employees.Finally,combined with relevant theories,the author analyzes four reasons for the existing problems in the incentive mechanism of the College of Continuing Education of Y University: ignoring the long-term management of incentives,ignoring the importance of health care factors,lacking the satisfaction of incentive factors and lacking the fairness of incentives.In order to better mobilize the enthusiasm of employees and promote the transformation and development of continuing education,the author puts forward the following optimization suggestions for the above problems and reasons based on the principles of fairness,difference,combination of positive and negative incentives and combination of material and spiritual incentives: Firstly,pay attention to the top-level design of incentive mechanism.Secondly,implement a fair and reasonable salary system.Thirdly,improve the staff evaluation system.Fourthly,establish and improve the development path of employees.Fifthly,implement the people-oriented management system.Finally,strengthen the construction of spiritual encouragement.