Research On Incentive Measures For Non Staff Members Of Z Town Government In G District

With the transformation of local government functions at all levels and the deepening of personnel system reform,the difficulty of social services and management is also increasing.At present,there is a widespread problem of non staff employment in various levels of national work institutions,especially since the 20th National Congress of the Communist Party of China.A new round of institutional reform has put the removal of non staff members on the agenda.According to the"Party and State Institutional Reform Plan" issued by the State Council,central and national institutions will implement a unified 5%ratio to streamline their staffing,covering both provincial and municipal work institutions.Due to the cumbersome and complex work at the grassroots level,it is a common phenomenon for grassroots governments to recruit a large number of temporary personnel to alleviate the pressure of insufficient manpower in their work.As the "end" of China’s administrative organs,township governments not only implement national policies and guidelines,but also directly face the masses,playing a "bridge" role.They are irreplaceable in town and village work and are the key to achieving rural revitalization.Recently the work of the township government is complicated and understaffed.Due to the impact of staffing management,non staff members serve the township government in a way that does not occupy the staffing,alleviating the work pressure of the township government.However,at the same time,due to identity reasons,non staff members have been ignored in terms of salary,assessment,promotion and other incentives,resulting in a setback in their work enthusiasm and affecting the effective operation of township governments.However,the heavy tasks of grassroots work and the allocation of work force cannot be completely solved in the short term.Therefore,the issue of non staff member incentives in township governments urgently needs to be taken seriously and effective measures should be proposed to address this issue.This article combines current personnel management policies and documents in China,takes the existing incentive measures for non staff members by the Z town government as the research object,and uses incentive theories such as hierarchy of needs theory,fairness theory,and dual factor incentive theory as the research foundation.Firstly,it elaborates on the background,significance,and current research progress of non staff member incentive mechanisms.Secondly,Through questionnaire analysis and interview methods,data and materials were collected and summarized on the incentive mechanism for non staff members in Z town.The current incentive status,effectiveness,problems,and reasons for this group were analyzed in depth.Based on the data analysis,the satisfaction of non staff members with incentive measures was analyzed,and it was pointed out that the incentive measures for non staff members were not comprehensive enough,and the phenomenon of unequal pay for equal work objectively existed The lack of smooth promotion channels for non-staff personnel and the unmet diversified needs of non-staff personnel are mainly due to the lack of performance management by the Z town government for non-staff personnel,imperfect salary incentive mechanisms,policy reasons affecting the career development of non-staff personnel,and neglect of their personal needs.In response to the existing problems,the author proposes the following improvement measures for the incentive measures for non staff members of the Z town government:firstly,by formulating a scientific and reasonable performance evaluation system,setting up a scientific and reasonable evaluation mechanism,and emphasizing the conversion of evaluation results into incentives to improve the performance evaluation and incentive of non staff members;The second is to use the salary system to promote fairness in resource allocation,strengthen salary incentives,and establish sound welfare benefits for non staff members as optimization incentives for non staff members;The third is to establish a reasonable promotion system,broaden the promotion channels for non staff members,and ensure fairness in promotion to construct diversified incentive methods;The fourth is to use objective management to improve training effectiveness,adjust the planning and planning of training,and promote the transformation of learning and application through training results to establish an effective training mechanism.Strive to improve the current situation of the Z town government’s non staff incentive mechanism through the implementation of the above measures,and also hope to provide positive reference and reference for the reform and development of non staff incentive mechanisms in other townships in China.