Analysis On The Compensation Incentive Mechanism Of The Civil Servants

Compensation is the pay that the state civil servants earned to their knowledge and ability for the country and serving the people in a certain period of time. The incentive mechanism is the core of the civil service internal mechanism, it has always been through the civil service system, it can stimulate the enthusiasm of power of the civil servants, it is the most important factor in impacting the administrative performance. Whether the compensation system is designed reasonable matters not only the stability of the civil service and the enthusiasm of the civil servants, but is also related to the efficiency and justice of public administration.Meanwhile, as the most special parts in the public apartment, the civil servants work for the public that makes the incentive mechanism more difficult. On one hand, the results of the public service are difficult to quantify, and the evaluation of the performance of civil servants is more difficult; On the other hand, as for the permanent system of civil servants, the poor performance of the civil servants are not suitable for the direct dismissal as in the private sector. Therefore, how to improve the efficiency of the civil service, how to effectively bound by the civil service act,and arouse their greatest extent initiative is the problem that compensation incentive mechanism should solve. Although China has experienced six pay rise since the reform and opening up, the overall level of the civil servants is still low due to lacking of special laws and regulations, and the gap among different regions, industries and departments are larger. The former does not reflect the efficiency while the latter does not reflect fairness. In addition, the ranks wage in compensation system is irrational and the compensation do bad in adapting differential system, the egalitarianism is serious,the allowances is not scientific, too. In order to solve these problems ,it needs not only the solutions in the incentive mechanism itself, but also to pay attention to the links in the problems and other issues.We need to explore the solutions in the system construction, the cultural construction, and civil service career planning fields and to explore the mechanism in the future trend of development.This paper focus on the compensation incentive mechanism of the civil servants, and analysis the role of compensation incentive mechanisms on the civil servants to improve measures for the further deepening of China's compensation incentive mechanisms the reform of incentive mechanisms provide a theoretical reference, based on the reality and operational programmes.The method:According to the actual situation and problems that I encountered in my actual work and try to combine it with my study. I try to make the integration of learning and research professionals to standardize and empirical research, macro-and micro-study research, the combination of theoretical research and countermeasures.Based on the basic ideas and functions of the compensation incentive mechanism of the civil servants,and understanding the development of this mechanism in our country and analysis the reasons of plight in the development. On the basis of humanity analysis, the demand analysis encouraging civil servants it did not fully understand the human nature and needs, and ignore the efficiency and incentive pay, such as fair value chains, thus causing the result of inadequate incentives.In order to solve this problem,this paper try to study and improve the system of remuneration incentives for different aspects from the perspective of micro-specific, and from a macro perspective study and improve the environment. create a reasonable planning and professionalism of the civil service career civil servants and other relevant aspects of the analysis, with a view to the system Based on the analysis of the civil service pay incentive mechanism to resolve the plight of the development of ideas and solutions that meet their development under the new situation.The main content:The full text is divided into five parts, its structure and main contents are as follows:Part One:The connotation of compensation incentive mechanism of the civil servants.It contains the scope of the civil servants,and the contents, principles,functions of the incentive mechanism.Part Two: Incentive mechanisms for civil servants assumptions and logical starting point. Humanity assumptions, including civil servants, the civil service is not only to "economic" or "community" and "complicated" the view of this study and the needs of civil servants, not only by civil servants in demand for the material, which is the most basic needs , but also respect the needs and the needs of self-realization, and the pay incentive mechanism is insufficient reason.Part Three: Although China has experienced six pay rise since the reform and opening up, the overall level of the civil servants is still low due to lacking of special laws and regulations, and the gap among different regions, industries and departments are larger. The former does not reflect the efficiency while the latter does not reflect fairness. In addition, the ranks wage in compensation system is irrational and the compensation do bad in adapting differential system, the egalitarianism is serious,the allowances is not scientific, too.Part Four: The countermeasures of improving the civil service compensation incentive mechanism.It needs not only the solutions in the incentive mechanism itself, but also to pay attention to the links in the problems and other issues.We need to explore the solutions in the system construction, the cultural construction, and civil service career planning fields and to explore the mechanism in the future trend of development.Part Five: China's compensation incentive mechanism of civil servance in the future trend of development. With human grasp of the civil service and the constant deepening of the related system of continuous improvement, in the future development of the civil service pay incentive mechanism will appear in the development of comprehensive pay, pay administration specialization, and the salary structure of the broadband Features such as compensation structure transparent.