Research On Incentive Mechanism Of Non Staff In Shanghai Public Institutions

With the economic development and the rising of the living standards,the public has higher requirements for the quantity and quality of public services.As a provider of public services,the service functions and workload undertaken by public institutions are also further increasing.Due to the limitation of the quota,it is inevitable to face the pressure of "fewer people and more things".Public institutions often solve the problem of manpower shortage by recruiting non staff personnel,Non staff personnel are playing an increasingly important role in public institutions.Therefore,it is particularly important to take various incentive measures to stimulate the enthusiasm of non staff personnel.Z unit is a municipal level institution in Shanghai,with a development history of more than 20 years.Since the establishment of the unit,it has adopted the form of non staff employment.Moreover,the post types of non staff employment basically cover the non staff employment positions required by most public institutions,which is typical and representative.Therefore,this paper takes Z unit as an example to explore the incentive mechanism of non staff staff staff of Shanghai public institutions.This paper comprehensively uses case analysis method,literature research method,comparative analysis method and interview method,combined with relevant basic theories,and focuses on four aspects of salary(Welfare)incentive,assessment incentive,promotion incentive and spiritual incentive to study and analyze the incentive mechanism of the non staff staff in Z unit,and compares it with the staff in Z unit.There are four problems in the incentive mechanism of the non staff in Z unit,They are unreasonable salary(Welfare)incentive mode,imperfect assessment mechanism,narrow promotion path and insufficient spiritual incentive.Combined with the actual situation of Z unit,the main reasons are analyzed,including the lack of policy basis for the incentive mechanism of non staff staff,the imperfect management system of non staff staff,the lagging incentive awareness of non staff in public institutions,the low overall quality of non staff Four aspects of weak awareness of safeguarding rights.On the basis of summarizing the successful experience at home and abroad,this paper puts forward the specific countermeasures for the incentive mechanism of the non staff staff of Z unit: first,at the government level,it is necessary to introduce relevant policies for the management of the non staff staff and strengthen the implementation of the system;Second,at the level of public institutions,it is necessary to improve the remuneration(Welfare)incentives for non staff staff,strengthen the performance appraisal mechanism,provide promotion and development space,and combine material incentives with spiritual incentives;Third,at the level of non staff personnel themselves,they should take the initiative to improve their own competitiveness,formulate good career plans and improve their awareness of safeguarding their rights.It is hoped that these measures can provide a certain degree of reference for the incentive mechanism of non staff staff staff of public institutions,and it is expected that with the joint efforts of all parties,the enthusiasm of non staff staff staff will be brought into full play,so as to improve the public service level of public institutions.