Research On The Problems And Countermeasures Of The Incentive Measures For Rural Vitalization Specialists

With the deepening development of urban-rural integration and the profound transformation of rural society,most young people choose to go out of the countryside and go to cities to work and live,and the "hollowing out"of villages becomes increasingly prominent.The village "two committees" cadres are aging,insufficient ability,reserve cadres "shortage"problem increasingly prominent.In order to effectively solve the difficulties of rural talent revitalization and development dilemma,Jinan City took the lead in the selection and recruitment of rural revitalization specialists.The purpose of the recruitment of rural revitalization specialists is to continuously improve the situation of rural grass-roots organizations,so as to promote sustainable rural development and contribute to improving the efficiency and quality of village-level governance.However,rural vitalization is a long-term and arduous task that requires the continuous efforts of aspiring generations.Based on empirical research,combined with practical investigation and questionnaire empirical analysis,based on management by objectives theory and two-factor theory,this paper analyzes the application of management by objectives theory in the incentive measures of rural vitalization commissioners,and discusses the incentive measures of rural vitalization commissioners from the perspective of incentive factors and health factors.This paper analyzes the problems existing in the incentive measures of rural vitalization specialists and their causes.There are some problems in the incentive measures of rural vitalization specialists in District L,such as insufficient incentive of career value,disconnection between training and use,poor effect of evaluation and incentive,low guarantee of salary and treatment,and insufficient incentive of rural working environment.Due to the deviation of role positioning and professional identity of rural vitalization commissioners,unreasonable organizational training and management mode,lack of innovation in assessment methods,limited financial funds at the grass-roots level,and the particularity of rural work,the incentive ideas of rural vitalization commissioners in District L are not broad enough,the pace of innovation is not big enough,and the incentive measures for rural vitalization commissioners are not mature enough.The awareness of exploration is not advanced enough.On the basis of this study,by referring to the management methods and incentive measures of the rural vitalization commissioners in other districts and counties,it is proposed that in the future rural vitalization commissioners’ incentive measures,we should start from the two dimensions of health factors and incentive factors to take good rural vitalization commissioners’ incentive measures.Specifically,it includes enhancing professional identity,strengthening organizational leadership,optimizing personnel training mode,optimizing assessment and evaluation system,establishing performance evaluation,improving salary system,improving treatment guarantee mechanism,strengthening organization humanistic care,creating a good working environment,etc.It is hoped that effective measures will be taken to strengthen incentives for rural vitalization specialists,attract and retain local talents,promote rural development and realize all-round rural vitalization.