Research On The Problems And Optimization Paths Of Personnel Incentives In The Management Committee Of Q City High-tech Zone Under The Background Of Staff System Refor

National-level high-tech zones are specific areas approved by the State Council or established by local governments and upgraded with the approval of the State Council for the purpose of developing high-tech.The high-tech zone focuses on the development of high-tech industries supported and encouraged by national policies,and has the advantages of knowledge-intensive,technology-intensive,strong regional economic strength,and high degree of opening to the outside world.In recent years,in the development process of high-tech zones,the shortcomings and drawbacks of identity conflicts,bloated teams,rigid management,and weakened vitality have gradually emerged.Promoting the reform of the system and mechanism has become the main way to solve these drawbacks.Among them,the reform of the staff system aimed at realizing "de-administration" and "all stand up and all employees compete for employment" is an important reform content.This paper takes the high-tech zone of Q city under the background of the staff system reform as the research object,and aims at the new problems of the staff incentive system of the management committee in the staff system reform,analyzes the reasons in depth,and discusses the optimization path and countermeasures.Some achievements have been made in the reform of the staff system in the high-tech zone of Q City,especially in terms of the salary system,etc.,but in the construction of incentive systems such as performance appraisal,rank promotion,reward and punishment,training,and cultural construction,there are unreasonable settings and ineffective effects.Prominent,channel is not smooth,management does not pay attention to other issues.This is due to the fact that the reform of the staff system is still in the advancing stage,the tendency of administrativeization still exists,and the management fails to change its work thinking and management philosophy in time,and pays too much attention to performance goals.The problems can be solved from the following aspects: first,make full use of the salary system;second,establish a scientific and standardized assessment system;third,establish strict rules for rewards and punishments;fourth,establish a flexible and diverse training system;fifth,establish a fair and diverse training system.Promotion channels;Sixth,create a characteristic culture of cohesion.